УДК: 658:005

DOI: https://doi.org/10.36887/2415-8453-2024-1-44

Nadtochii Iryna,
Doctor of Economics, Professor, Admiral Makarov
National University of Shipbuilding,

JEL classification: M 12

Processes of accelerated digital transformations of all spheres of social life are currently the primary trend in the development of the global economy. The rate of penetration and effectiveness of the use of digital technologies in the economy at all levels is a determining factor of its competitiveness and a means of survival, especially in the conditions of modern challenges associated with active hostilities, pandemics, and forced adaptation to threats and obstacles related to it. It should be noted that digital transformation will be the driving force behind the post-war recovery of the national economy. The article aims to determine the economic prerequisites, development trends, and features of implementing HR technologies through the prism of digital transformations. It is emphasized that Digital transformation in personnel management, in most cases, is accompanied by the development of a digital platform that is maintained, a service integrator that ensures the interaction of employers with each other and with the working population, as well as with other digital platforms such as state ones: the “Actions” functionality, the digital platform interactions for business relocation assistance, the automated system “Unified State Electronic Database for Education (EDBO)”, Electronic Health Record (EHR), and private: MASTER: Accounting, SMARTFIN.UA, Olyk SaaS, private 24, Liga Zakon, etc. It is substantiated that the competence approach is understood as a system of analytical assessment that allows identifying the correspondence of the potential of the personnel to the goals and priority directions of the organization’s development and their results, which are evaluated by economic effects in the conditions of digital transformation. Areas of evaluation of the effects of digitized HR personnel management should cover the effectiveness of personnel work, the work of the HR service in general and its individual divisions, and the effectiveness and feasibility of the implementation of individual HR projects. Based on the calculation of these effects, it becomes possible to monitor the accurate picture of the organization’s personnel management, identify the most vulnerable places, and promptly adopt the relevant managerial influences. The goals of the digital transformation of the personnel management system have been determined. The main prerequisites for implementing digital transformations in the personnel management system are outlined. It was determined that the transition of personnel management to the digital environment leads to transforming tasks, essential functions, and the management structure itself. At the same time, the framework of digital transformations, the effects of digital personnel management, and the vectors of their development, as a rule, differ about different industries and spheres of activity.

Keywords: Digital technologies, HR technologies, digital transformations, HR processes.


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The article was received 15.01.2024