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УДК 005.591.6-028.78:005.95:658

DOI: https://doi.org/10.36887/2415-8453-2025-1-41

Diachkov Dmytro,
Doctor of Sciences in Economics, Professor, Professor of the department of management named
after I.A. Markina,
Poltava State Agrarian University
https://orcid.org/0000-0002-2637-0099
Tkachenko Volodymyr,
Ph.D. in management, doctoral student,
Poltava State Agrarian University
https://orcid.org/0000-0002-2439-5903

JEL classification: E24; J24; O15

It was established that in the modern world, HR management systems, mechanisms and processes have changed significantly due to increased requirements for the quality of work, level of professionalism, competencies, as well as the constant transformation of external and internal environment factors. In turn, HR managers were also faced with more complex management parameters that cover the latest human resource management processes associated with the emergence of new types of activities, digitalization and robotization of business processes, actualization of remote and distributed teams, virtualization of business activities, and other aspects. The article examines modern and traditional approaches to managing the human resources of enterprises in the context of digitalization and globalization. The author substantiates the need to rethink existing HR strategies to increase the efficiency of human resources use and ensure the competitiveness of enterprises. The main trends in human resource management, including digital HRM systems, artificial intelligence technologies, Big Data analytics, and flexible models of labor organization, were investigated. The author analyzed the classical approaches to human resources management (administrative, organizational and managerial, personnel reserve, organizational development) and modern concepts (competency-based, technological, agile, innovative and digital, and hybrid). Particular attention was paid to the impact of digital technologies on the efficiency of HR management, particularly the possibilities of automating HR processes, using chatbots, machine learning for recruiting and talent management. The author considers the impact of digital transformation on corporate culture, employee motivation and engagement, as well as the ethical issues of implementing digital solutions in human resource management. The risks associated with the digitalization of HRM were analyzed, including cybersecurity threats, the possibility of losing personal contact in HR management, and potential job losses due to process automation. The advantages and disadvantages of each approach, their feasibility in different business environments is determined. Conclusions were drawn regarding the need to integrate traditional and innovative approaches for effective personnel management in the modern business environment. Recommendations were made on the optimal combination of digital technologies and classical management methods to create an adaptive and competitive HR strategy.

Keywords: HR strategies, innovative approaches, enterprise, technological HRM, human resources management, digital transformation, digitalization.

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The article was received 10.01.2025