Abstract
The article determined that new technologies have great prospects in the development of the personnel management system. They create new paths and opportunities for a more prosperous future, but along with that they also present new challenges. Although digital technologies have impressed with the brilliance and skill of their applications, they have not yet fully yielded the expected dividends in higher productivity growth. It has been proven that digitalization not only opens up new opportunities, but also presents difficult tasks and challenges to managers. The article structured current digital HR technologies and developed proposals for their implementation in the work practice of modern Ukrainian enterprises and proved the feasibility of using digital technologies in the Ukrainian practice of personnel management, it was determined that the most effective way to implement HR technologies is the use of electronic tools and specific software, in particular, HR - systems with the capabilities of comprehensive automation of personnel recruitment. The role of HR in the digital transformation of the development of the digital economy of society is determined. Prospective directions for the use of digital technologies to increase the efficiency of the personnel management process are proposed. The expediency of using social networks, communication robots (chatbots), big data analysis, applications and analytics based on artificial intelligence, cloud technologies in software for personnel management needs is substantiated. The main emphasis of the transformation of the HR manager’s activities, caused by the possibilities of using new digital platforms, applications, systems and methods of automating the management of HR processes, as well as the competence and professional challenges of HR specialists related to the need to adapt to fast-moving digital solutions, intellectualization and robotization of business processes. Changes in the conditions of digitalization are singled out, which require new skills and abilities from employees, which increases the need for innovative methods of training, development and motivation of personnel. The advantages and disadvantages of digitalization of the main HR functions in the activities of enterprises are highlighted. It has been clarified how the digitization of HR functions allows enterprises not to lose personnel potential and to ensure the stability of work in conditions of economic shocks.
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