Abstract
The problems of adaptation of the state, citizens, organizations to the realities of the digital economy of Russia and the world reveal a number of tasks that require study and search for solutions. The results of the digital economy, depending on its subject, can be different: for the state, it is the improvement of legislation and control over its implementation; for citizens – the availability, reliability of information, as well as the availability of goods and services of appropriate quality; for businesses – strengthening competitive advantages with the use of IT; for innovators promoting the ideas of the digital economy – the implementation of IT solutions in practice, etc. Process management implemented in organizations also requires rethinking in order to digitalize business processes and “embed” enterprises into the digital economic environment of the state and the world. The digitalization of the personnel management sphere requires a revision of the functions of the personnel management system in order to develop and apply new tools in the HR industry, which will make it possible to implement the digitalization of the personnel management system. In the context of the digitalization of society, digital skills and digital competencies have become in demand, the basis of which is information literacy: the ability to work effectively in search engines, knowledge of search operators, the skill to quickly find the necessary information in authoritative sources; the skill of collecting relevant data and conducting research based on large amounts of digital data. The presentation of the skills of a modern employee in the form of such categories as Hard-skills, Soft-skills, Digital-skills, Power-skills is the basis for the implementation of the competence-based approach at the stages of human resource development in an organization that implements the functions of personnel management in the context of the development of the digital economy.
Highlights
Одним из документов, который послужил ориентиром Программы «Цифровая экономика Российской Федерации»1, стала Стратегия развития информационного общества в Российской Федерации на 2017-2030 годы2, определившая цели
The results of the digital economy, depending on its subject, can be different: for the state, it is the improvement of legislation and control over its implementation; for citizens – the availability, reliability of information, as well as the availability of goods and services of appropriate quality; for businesses – strengthening competitive advantages with the use of IT; for innovators promoting the ideas of the digital economy – the implementation of IT solutions in practice, etc
The digitalization of the personnel management sphere requires a revision of the functions of the personnel management system in order to develop and apply new tools in the HR industry, which will make it possible to implement the digitalization of the personnel management system
Summary
Статья поступила 07 июля 2021 г.; принята 09 августа 2021 г.; опубликована 30 сентября 2021 г. Граждан, организаций к реалиям цифровой экономики России и мира раскрывают ряд задач, требующих изучения и поиска путей решения. Процессный менеджмент, реализуемый в организациях, также требует переосмысления с целью цифровизации бизнес-процессов и «встраивания» предприятий в цифровую экономическую среду государства и мира. Представление навыков современного работника в виде категорий Hard-skills, Soft-skills, Digital-skills, Power-skills является основой реализации компетентностного подхода на этапах развития человеческих ресурсов организации, реализующих функции управления персоналом в условиях развития цифровой экономики. Ключевые слова: цифровая экономика; цифровизация общества; цифровая трансформация; цифровизация экономики; информационные технологии; информационные системы; процессный менеджмент; персонал; управление персоналом; система управления персоналом; цифровые компетенции Для цитирования: Патрусова А. М. Управление персоналом в условиях развития цифровой экономики // Научный результат.
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