In the process of research, the essence and classification of HR-technologies of technologies in personnel management of the enterprise was revealed. It has been proven that in a significant part of scientific research, HR technology is considered as a software technology that allows automating and informatizing the personnel management process. It is proposed to consider HR technologies as a set of enterprise personnel management methods that function in a single information system and allow the use of various tools to increase the efficiency of business entities.
The model of the personnel management system based on Big Data analysis is based on the main research of trends in the development of HR technologies. It is proposed to create own information systems for personnel management based on the main analysis of Big Data, which will allow to ensure appropriate integration with existing processes in the organization. It was determined that the use of chatbots is promising for most enterprises, which will allow customers to evaluate their service or to provide feedback.
In the study, the scientific concept of the transformation of the field of personnel management based on the functional complementarity and interdependence of the fields of human resources management and personnel management, the strategic orientation of the development of personnel potential within the framework of human resources management to promote the improvement of the efficiency of personnel management at the operational level due to the use of digital technologies. The personnel management system (HRM - Human Resource Management) is characterized as a set of measures aimed at the effective use of the company's human potential, which includes the processes of personnel planning, selection and hiring, evaluation and development of personnel, salary management, personnel accounting.
It was established that the aggravation of the demographic situation in Ukraine, caused by the war, has a significant impact on human resources and personnel management systems. Hostilities lead to numerous socio-economic consequences, including loss of labor force, population migration, change in the demographic composition of the working population, as well as increased psychological and emotional stress on employees. Currently, there is a significant loss of labor force in Ukraine, as part of the population mobilizes, the other part emigrates in search of safety.
The mechanism of the transformation of HR technologies in the conditions of the development of the digital economy and society is defined as a complex management system of relationships between the state, employers and actual and potential employees, which requires regulatory and institutional support, is under the influence of exogenous and endogenous factors and is based on using digital tools of innovative development. The action of this mechanism is aimed at regulating the personnel management system at the level of a separate company and regulating the labor market as a whole. The main principle of this mechanism is human-centeredness, which is revealed in increasing flexibility and autonomy, personalizing experience, developing new competencies, supporting mental health and well-being, creating an environment conducive to innovation, and increasing ethical responsibility.
A correlation-regression analysis of the impact of the ICT sphere on economic growth, in particular the GDP of Ukraine, was conducted, the results of which confirmed the high level of influence of digitalization processes on the economy, which generally corresponds to global trends and creates prerequisites for revising and optimizing strategies for managing human resources (national level) and personnel potential (micro level) taking into account these influences.
The concept of managing the strategic development of human resources is proposed, which is aimed at the formation of balanced cause-and-effect relationships between economic growth, the processes of formation, development and effective use of human potential, taking into account the effects of further digitalization of the economy and society. Taking into account the consequences of the war and the need to restore the human potential of Ukraine, the strategies for the development of human resources are combined into three planes: strategies for human development, strategies for motivating human resources, and strategies for the use of human potential.
Methodical approaches to determining the enterprise's need to update the business model are proposed, which is based on the calculation of the integrated efficiency vector of the analog business model according to the following components: resource use productivity vector, business model profitability vector, and enterprise financial stability vector; a mathematical toolkit for performing calculations based on the proposed approach and options for interpreting the obtained data.
