Personnel Management Practices Research Articles

Sustainable personnel management in the hospitality industry: Enhancing organizational performance through employee engagement and commitment

Purpose: This study investigates the relationships between sustainable personnel management practices, employee engagement, organizational commitment, and organizational performance in the hospitality industry, focusing on hotels and restaurants. Methodology: A mixed-methods approach was employed, combining quantitative surveys of 500 hospitality employees with qualitative interviews of 20 HR managers and sustainability officers. Structural equation modeling was used to analyze the quantitative data, while thematic analysis was applied to the qualitative data. Results: The study identifies key drivers of sustainability in personnel management, including employee training and involvement in green initiatives. Implementing sustainable personnel management practices is associated with improved employee engagement, organizational commitment, and organizational performance. The research also highlights challenges and opportunities in implementing sustainable practices in the hospitality industry. Theoretical contribution: This study extends the existing literature by demonstrating the mediating roles of employee engagement and organizational commitment in the relationship between sustainable personnel management and organizational performance in the hospitality context. Practical implications: The research provides a step-by-step implementation guide and timeline for hospitality managers to integrate sustainable practices into their personnel management systems. It also highlights the importance of technology in supporting sustainable HR practices and overcoming implementation challenges such as resource constraints and lack of awareness. Sustainable Development Goals (SDGs): SDG 8: Decent Work and Economic Growth; SDG 11: Sustainable Cities and Communities; SDG 12: Responsible Consumption and Production

INTEGRATION OF DIGITAL TECHNOLOGIES INTO THE PERSONNEL DEVELOPMENT MANAGEMENT MECHANISM IN HEALTHCARE INSTITUTIONS

This article explores the integration of digital technologies into the personnel management mechanisms of healthcare institutions in Ukraine. In an era marked by rapid digital transformation, the healthcare sector is increasingly recognizing the importance of utilizing modern technological tools to enhance operational efficiency, improve patient care, and streamline administrative processes. The study begins by examining the current state of personnel management in Ukrainian healthcare institutions, identifying key challenges such as workforce shortages, inefficient communication channels, and inadequate training programs. The research further delves into the various digital solutions available, including human resource management systems (HRMS), telemedicine platforms, and data analytics tools. These technologies are evaluated for their potential to optimize recruitment processes, enhance employee performance tracking, and facilitate continuous professional development. The article also highlights case studies from healthcare institutions that have successfully implemented digital technologies, showcasing tangible improvements in staff engagement, patient outcomes, and overall institutional effectiveness. Additionally, the paper discusses the critical role of digital literacy among healthcare professionals, emphasizing the need for targeted training initiatives to ensure that staff can effectively utilize new technologies. It concludes by proposing a strategic framework for integrating digital tools into personnel management practices, advocating for a holistic approach that encompasses technological adoption, staff training, and organizational culture change. Ultimately, the article aims to provide valuable insights and practical recommendations for healthcare leaders seeking to navigate the complexities of digital integration in personnel management. It has been determined that further research can significantly contribute to the development of effective personnel management strategies in healthcare institutions, which will not only enhance the quality of medical services but also promote the sustainable development of the healthcare system in Ukraine.

AUDIT OF THE PERSONNEL MANAGEMENT SYSTEM ON THE BASIS OF FUNCTIONAL AND COST ANALYSIS

Report. The research was conducted to substantiate the increase in the efficiency of the personnel management system on the basis of functional-value analysis and the formation of recommendations on audit standards that will help organizations to effectively manage their personnel and achieve their goals. The article describes the audit technologies, systematizes the main indicators and develops a methodology for auditing the personnel management system on the basis of functional-value analysis with the allocation of organizational and substantive elements. Model. Based on the study of extensive empirical material, a comprehensive analysis of the audit process, methodologies and tools used to assess HR management systems on the basis of functional-value analysis was carried out. In the course of the work the key components of HR management systems were considered, including recruitment and selection, performance management, training and development, and compensation and benefits. Conclusions. As a result of analyzing numerous domestic and foreign sources, conclusions and observations were made concerning the audit of the personnel management system, including on the basis of functional-cost analysis. It was found that the use of a variety of practical tools and techniques in the audit of the personnel management system helps to obtain complete and objective information about its condition and effectiveness. These tools and techniques are a powerful means of analyzing and evaluating the HR system, as well as identifying problem areas and developing recommendations for improvement. Practical value. The practical significance of the research results lies in the fact that they can be directly applied in the real practice of personnel management. The results of the study will help organizations to optimize their HR management systems, improve performance and enhance the quality of decision-making. Originality. The application of the research findings will enable organizations to audit their HR management systems and identify strengths and weaknesses. Based on the identified problem areas, measures can be developed and implemented to address them and improve system performance. In addition, the results of the study will be useful in developing human resource planning strategies and making decisions on personnel development.

Managing Financial Risks of Global Companies Through Corporate Social Responsibility: The Specifics of Sustainable Employment in Developed and Developing Countries

The motivation for this research was the desire to disclose the social nature of the financial risks of global companies: the authors attempted a scientific explanation of the influence of corporate social responsibility, which is manifested through the preservation and creation of additional jobs, on the financial risks of global companies. The research aims to establish the interdependence between financial risks and sustainable employment in global companies. This goal is achieved using the SEM (structural equation modeling) method based on corporate statistics from the Fortune “Global 500” rankings for 2021–2023. As a result, the consequences of global companies’ CSR (corporate social responsibility) practices in personnel management and financial risk management are modeled and described through quantitative and qualitative patterns. The established regularities proved that for developed and developing countries, the larger the number of employees, the lower the financial risks of global companies—the risk of a decrease in profitability, the risk of loss of profit, and the risk of depreciation of assets. The main conclusion is that there is a close systemic relationship between the financial risks of global companies and their workforce size, suggesting that CSR is key to highly effective financial risk management. A clear distinction between the practices of financial risk management through CSR in developed and developing countries forms the basis of the theoretical significance of the research results. The authors provide recommendations to improve the current practice of financial risk management in global companies by integrating it more closely with personnel management practices, highlighting their managerial relevance. It is proposed that corporate strategies for global companies in developed countries should focus on reducing the risk of declining profitability, as CSR has the most pronounced and consistent impact on this particular financial risk. In developing countries, corporate strategies are recommended to be structured by diversifying the areas of CSR application, with the most promising in financial risk management being the reduction in asset depreciation risk and the reduction in profitability risk. The findings of this research have practical significance because they enhance the predictability of CSR activities of global companies and open up opportunities for highly accurate forecasting of the financial risk implications of ensuring sustainable employment by global companies, considering the specificities of developed and developing countries.

Teaching People Management in Production Engineering Courses

Objective: The aim of the study was to analyze how courses related to personnel management and human resources are offered in Production Engineering programs at universities in the state of São Paulo. Theoretical Framework: The investigation encompasses the emergence of production engineering as a science and field of study, followed by a section on the practice of personnel management as a field of interest. Finally, it presents a topic related to the competencies required of production engineers in the job market. Method: The adopted methodology is qualitative, exploratory, descriptive, and methodological in nature, utilizing bibliographic research as the main procedure. The research methods include literature review to technically support the work, documentary research related to selected educational institutions, and a case study. Results and Discussion: Literature review results indicate that the historical evolution of Production Engineering and Personnel Management education reveals an adaptation to market demands, influenced by industrial and economic movements over time. The interdependence between these two areas reflects a strategy to address the challenges of emerging scenarios, highlighting a continuous pursuit of innovation, quality, and efficiency. Case study results reveal that some institutions offer a significant number of courses focused on personnel management. However, the credit allocation for these courses is generally low. Regarding the diversity between mandatory and elective courses, there is a balance, with a slight predominance in elective course offerings. Research Implications: The research aims to expand and enrich the theoretical framework related to production engineering and personnel management, with the goal of encouraging future research on the topics addressed at different levels of education. Originality/Value: The study initiates a discussion on the importance of production engineers in organizations and the relevance of personnel management practice in the workplace, as well as investigating the intersection of these two areas in professional development.

Staffing of the electric power industry of the Russian Federation under conditions of digital transformation

The article considers the problem of implementing the process of digitalization of the energy industry, using the example of the Rosseti group of companies, a partner of the state corporation Rosatom in the field of IT development, from the point of view of staffing in the current state of the labour market. The purpose of the research work is to develop relevant mechanisms, search for modern personnel management tools in the context of digital transformation of the electric grid complex of the Russian Federation. The scientific novelty of the research is reduced to the following provisions: the main directions of digitalization of an electric grid company are systematized, on the basis of which the organizational and economic mechanism of the process of digital transformation of an electric grid company is modelled; a classification of modern tools of the business process of personnel management of an electric grid company is proposed. Methodology and methods. To study trends in the digitalization process of electric grid companies, general scientific methods are used (theoretical analysis of scientific works, empirical, logical, classification and modelling methods). A review of publications is carried out, which made it possible to determine the subject area of the research work. Results. The main processes within the electric grid company that will be transformed in the process of digitalization are considered, using the example of the Rosseti Group of Companies. Taking into account the considered areas of digitalization of activities, an organizational and economic mechanism of the digitalization process of an electric grid company has been formulated, which is distinguished by the rationale for the author’s definition of digitalization on the scale of the energy industry. The role of high-quality staffing in the implementation of digital processes and activities of electric grid companies is determined and specific requirements for applicant’s characteristic of the energy industry are identified. The structure of the human resource management business process is considered, digital tools are selected for each subprocess that will help improve staffing levels and the efficiency of using labour resources of the electric grid company. Discussion. An effective personnel policy aimed at maximizing the company's staffing with qualified personnel is one of the key solutions in increasing the reliability and sustainability of the energy industry during the period of digitalization. Standard tools in the field of personnel management may not work in the context of both a demographic personnel shortage and the current migration of labour resources to the defence and military industries. Constant adaptation of the used methods and practices of personnel management is required, taking into account the digitalization of this business process and the challenges that the energy industry of the Russian Federation currently faces.

Talent management in business: Best international and Ukrainian practices

High competition in the market encourages companies to look for new sources of competitive advantage. Companies that are able to effectively attract, develop and retain talent are able to achieve better results and maintain leadership positions in the market. The study of the experience of such companies will make it possible to form effective cases that can be used by Ukrainian representatives of the business environment in the post-war period. The purpose of the study was to systematise the knowledge and experience accumulated by the leading companies of the world and Ukraine in the field of talent management in order to provide business entities with effective tools for talent identification, talent development, talent culture formation and talent retention at the enterprise. Scientific works devoted to establishing various aspects of talent management, published in the Scopus scientometric database; official websites of global and Ukrainian companies with the highest brand value have served as the methodological basis of the study. Methods of scientific knowledge: systematic approach, logical generalization, comparative analysis have been used. Based on the results of the research, the necessity and specifics of the implementation of talent management procedures, the introduction of which will significantly increase the effectiveness of the activities of business entities within the general personnel management system, have been determined. The field of application of the research results is related to the activities of business entities of all types of economic activities. An analysis of the features of policy implementation in the field of talent management by companies that are the most expensive brands in the world (Apple; Microsoft; Amazon; Google; Samsung) has been carried out. The main trends in personnel management of companies that are the most expensive brands of Ukraine (Nova Poshta; ATB; PrivatBank; Rozetka; OKKO) have been analysed. The main components of the concept of talent management used by the world's leading companies have been formulated, and the best practices of personnel management of Ukrainian companies have been defined. The practical value of the research lies in the determination of directions and components of the successful implementation of the talent management policy, which, after the procedures of adaptation to Ukrainian realities, will be implemented in the activities of Ukrainian business entities in the post-war period

Genesis of human resource management paradigms

Human Resource Management emerged as a concept in the 1980s. The rebranding of personnel management quickly gained popularity, but many organizations needed to become acquainted with the evolution of theoretical research underlying this concept. This study aims to provide a brief and accessible overview of human resource management's evolution and current research in this field. An analysis of research on the origins of human resource management is conducted, addressing issues related to the functions, roles, and strategies of managers and current debates on how human resource management affects organizational effectiveness. The results of a retrospective analysis of approaches to interpreting the "personnel management" concept are presented. The theoretical framework for defining "enterprise human resource management" is justified. The genesis of human resource management paradigms is considered from technocratic thinking, based on managerial rationalism, to future-oriented management with a priority orientation towards strategic human resource management. It is noted that mastering advanced management technologies is impossible without mastering the fundamentals of the humanistic paradigm, which provides a comprehensive understanding of the evolution and functioning of various organizations, taking into account the deep mechanisms of human behavior and the development of human potential in the face of changing external environments. Additionally, business globalization implies that human resource management professionals must be more proactive in areas such as business ethics, corporate governance, and managing employees' work-life balance. Considering the stochastic nature of the external environment, uncertainty, political and economic instability, and economic globalization, it is noted that the potential of human resources serves as a tool for reducing business risks. In these conditions, business exists for people rather than people for business. It is noted that business globalization implies that human resource management professionals must be more proactive in areas such as business ethics, corporate governance, and managing employees' work-life balance. Changes in communication and information technologies, such as the digital revolution, satellite communication, and cellular networks, will require the adoption of strategic international or global models of personnel management, which will be implemented through radically new approaches to strategies, structures, organizational culture, personnel management practices, and labor relations. Keywords: human resource management, personnel management, organizational effectiveness, productivity leadership, management, organizational culture.

Investigation of the Impact of Work Incentives on Employee Work Quality

The theme of article is dedicated to investigating the impact of work incentives on the quality of employees’ work. During the research, various methods and approaches to incentivization are analyzed, and their effectiveness in terms of improving labor productivity accuracy and work quality is assessed. Special attention is given to the comparative analysis of material and non-material forms of incentives and their influence on employee motivation and satisfaction. The article is based on a theoretical literature review on the topic and practical data analysis obtained from various organizations. The research aims to identify the most effective methods of work incentives, ways to adapt to different organizational conditions, and individual employee needs. As a result of the work, specific recommendations for personnel management practices are presented, and criteria for evaluating the effectiveness of various incentive methods are determined. These recommendations and criteria can be used by organizations to enhance the quality of employee work and ensure the company’s development.

Identification of Employee Management in MSMEs

MSMEs (micro, small, and medium enterprises) are a crucial component of global economic expansion and exert a substantial influence on employment creation worldwide. Proper staff management is a critical determinant of success and sustainability for MSMEs in their operational endeavors. This study examines personnel management techniques and practices employed by MSMEs in the tourist sector focusing on CV OBKA Mandiri as a case study. The findings of this study demonstrate that CV OBKA Mandiri employs a distinctive method in managing their workforce. The organization places significant emphasis on fostering a culture of collaboration and teamwork among its workforce. The employees are seen as integral members of the firm, with a strong emphasis placed on the value of teamwork. The belief in the significance of mutual success is held by individuals. This research also emphasizes the significance of employee engagement and motivation in the management of employees in MSMEs. CV OBKA Mandiri recognizes the correlation between employee motivation and engagement in their work and the subsequent positive impact on the firm. Furthermore, the findings of this study emphasize the significance of staff training and development within MSMEs. The firm has undertaken significant measures in this context, offering useful insights into the implementation of human resource management. This study offers significant contributions to the understanding of staff management within the context of MSMEs. The findings can serve as a valuable resource for MSMEs in addressing unique obstacles such as the Covid-19 pandemic and its consequences.

Personnel Management Practices in Relation to Teachers’ Teaching and School Performance

The purpose of this study was to determine the personnel management practices and its relation to teachers’ teaching and school performance of the public elementary and secondary school teachers in Garcia-Hernandez district. School administrator’s personnel management practices affects teachers’ performance and school performance. The study was conducted in Garcia-Hernandez district, particularly to the two hundred fifty (250) respondents who were the school heads/principals, teaching, and non-teaching personnel for 2022-2023 academic year. This study utilized the descriptive-survey design employing the total population sampling technique with the use of a modified standard research tool from the IEA Teaching and Learning International Survey (TALIS) (2001) for the Personnel Management Practices, Teacher’s Self-Assessment Rubrics (TSAR)” by Hrushikesh Senapaty (2019) for the Teachers’ Teaching Performance, and Achievement Integration Program-School Staff Survey Questionnaire by the Minnesota Department of Education (2009) for the School Performance. The results showed that personnel management practices of the school administrators in Garcia-Hernandez district were very satisfactory. Teachers’ level of performance in terms of designing learning experiences, knowledge and understanding of the subject matter, strategies for facilitating learning, interpersonal relationship, professional and school development were very satisfactory. Likewise, the respondents’ perception on school performance in terms of climate and environment, leadership and government, professional learning, data-based decision-making, improvement initiatives, family and community partnership were also very satisfactory. There is a significant relationship between personnel management practices to teachers’ level of performance and school performance. This study concludes that effective personnel management practices positively influence the performance of both teachers and schools. The study showed that when school leaders engage in discussions with teachers to establish educational goals, provide opportunities for professional development, and encourage participation in school decision-making processes, it results in better teacher performance and contributes to a more positive school environment. Furthermore, it indicated that when teachers design learning experiences that incorporate the knowledge and experiences of their students, foster interpersonal relationships, and engage in ongoing professional development, these lead to better student outcomes and contribute to school improvement. It was recommended that school heads/principals may assign available teaching staff ahead of time in the absence of the regular teacher. The available teacher shall provide modules for the student’s activity in order for them to learn, and to make sure that teaching-learning process continues. Teachers are highly encouraged to pursue graduate and post-graduate studies. Further, schools should have quarterly monitoring and evaluation on their programs, activities and projects for school development.

ЛИЧНОСТНЫЕ И ПРОФЕССИОНАЛЬНЫЕ КАЧЕСТВА РУКОВОДИТЕЛЕЙ, КАК ЭЛЕМЕНТ СИСТЕМЫ СОЦИАЛЬНОГО РЕГУЛИРОВАНИЯ ВЗАИМОДЕЙСТВИЯ УЧАСТНИКОВ ТРУДОВОГО ПРОЦЕССА

The study analyzes the relationship between the personal and professional qualities of managers and their ability to influence the process of social regulation of interaction between participants in the labor process. Various approaches to classifying the qualities of managers are considered. The authors formulate their own vision of those personal and professional qualities that are necessary for the effective work of a modern manager. The concepts of «leadership» and «management» are analyzed in the context of searching for similarities and differences between them. The process of social regulation is revealed, which made it possible to assess the influence of various social regulators on building relationships in work teams. Having studied various approaches to describing the functions of managers and possible modes of behavior that managers assume in the process of management, the authors not only formulate their own vision of the functionality of managers but also identify the expected results of managers’ activities by describing the management processes necessary for the implementation of management functionality. Social regulators influencing interaction in work teams are considered. The analysis revealed the relationship between the personal and professional qualities of managers and the possibilities of using various social regulators of interaction by them. The construction of a logical chain of connections between the qualities of managers, their functionality, the expected results of their activities, the necessary management processes, and social regulators of interaction in the work environment made it possible to formulate possible ways of managers’ behavior in the system of social regulation, which can be used in the practice of personnel management.

ІНТЕГРАЦІЯ ЦИФРОВИХ ІНСТРУМЕНТІВ В УПРАВЛІННЯ ПЕРСОНАЛОМ: ПІДВИЩЕННЯ ПРОДУКТИВНОСТІ РОБОТИ ЧЕРЕЗ ІННОВАЦІЇ

The article is devoted to the study of digital personnel management tools as another method of increasing labor productivity in the context of global remote work. The article analyzes the latest research and publications on the theory and practice of personnel management, highlighting the growing scientific interest in modern technologies of personnel management and the role of digital tools in this process. The directions of integration of digital tools in personnel management were analyzed and methods of implementation were determined. The work presents the main directions and possibilities of using digital technologies to increase the efficiency of personnel management, in particular through computerization, the Internet as a business environment, the use of information technologies for full technical and information support of management processes. Special attention is paid to distance learning and staff development using various digital tools, such as e-learning, m-learning, u-learning, f-learning and blended-learning, which allow to improve the quality of education and training of employees. Issues of typology of digital learning tools, involvement of employees in the digitalization process and improvement of their qualifications are also covered. According to the results of the study, specific methods of integrating innovative digital tools are given in order to optimize the working time of management personnel, which in turn leads to an increase in the provision of information and prompt response to challenges that do not allow the enterprise to work as a single whole organism with the most optimized internal mechanisms. For each of the methods of integration of digital personnel management tools, possible ways of their implementation in the conditions of accelerated digital transformation and implementation of innovations in this direction are determined. The article calls for further research in the field of implementation of innovative digital technologies in personnel management, which opens up new perspectives for increasing labor productivity and the efficiency of the enterprise as a whole.

Using modern theories of motivation in the practice of personnel management

In a fast-changing world and a competitive business environment, effective personnel management is becoming a critical element of any organization's success. One of the key components of modern personnel management is motivation, which determines the degree of involvement and commitment of employees to the achievement of the company's goals. The essence and role of motivation determine the success of the management strategy and affect the effectiveness of the organization. The article examines the importance of effective personnel management in today's competitive environment and highlights its key aspect – employee motivation. The authors examine modern theories of motivation, such as Maslow's need theory, McGregor's theory «X» and «Y», Vroom's expectancy theory, and equity theory. It is considered how these theories can be used in personnel management practice to create effective motivation systems. The authors note the importance of recognizing and rewarding employees to ensure their motivation and job satisfaction. Modern motivational theories face several problems. First, the individualization of the needs and values of employees makes it difficult to create universal methods of stimulation. Second, the role of intangible incentives and self-fulfillment is becoming increasingly important, but measuring and managing them is a challenge for organizations. In addition, the rapidly changing business environment requires constant updating of motivation strategies, which is also a time-consuming task. The development of current theories of motivation is the key reason for the successful development of a company and ensuring competitiveness in the market. In modern society, the development of motivational tools is determined by flexibility, individualization and emphasis on the personal and professional growth of employees. Technological innovations, a balanced approach to incentives, reflection of company values and employee participation in management create a complex motivation system. Addressing issues of health and stress resistance emphasize the importance of the psychosocial well-being of employees. These directions define a new approach to personnel management aimed at creating sustainable and effective organizations in the modern business environment.

Historical experience of working with teacher personnel at the Academy of Social Sciences under the Central Committee of the CPSU

Referring to the documents of the Russian State Archive of Social and Political History, the article examines the experience of the Academy of Social Sciences under the Central Committee of CPSU in pursuing a personnel policy to form and develop a collective of professors and teachers. The study shows that this policy was not consistent; it depended on the changes in the state’s policy, the relations of the Academy’s leadership with the CPSU Central Committee, and the general ideas of expediency in the work with scientific and pedagogical staff. Analytical materials, particularly the review «On Work with Personnel at the Academy of Social Sciences under the Central Committee of CPSU», written by Vice-Rector G. Glezerman and forwarded to the CPSU Central Committee’s Department of Science and Educational Institutions on January 12, 1974, were a valuable source for studying the history of the Academy of Social Sciences of the Central Committee of CPSU. This document, as well as other historical records, gives us insight into the Soviet era’s personnel management practices, which included conducting attestations, building a solid staff, offering material and moral benefits, and countering biased criticism and denunciations. Due to the Academy’s central role in national politics and strict standards for its employees, the microhistory of the Academy of Social Sciences provides insight into the circumstances of the postwar USSR as a whole.

КОНЦЕПЦИЯ ХАРИЗМАТИЧЕСКОГО ЛИДЕРСТВА: СОВРЕМЕННОЕ СОСТОЯНИЕ И ПЕРСПЕКТИВЫ РАЗВИТИЯ

The article considers modern issues in the study of charismatic leadership. It notes theoretical limitations of the study of charismatic leadership: the uncertainty of charisma and the factors of its formation, the uncertainty of the processes of influence of the leader on followers, the emphasis on dyadic processes, ignoring the dynamics of the development of charismatic leadership. It also considers as newest concept, the theory of charisma as a value-based symbolic and emotional signal of a leader. The author emphasizes the role of moral emotions and embodied signals associated with bodily experience in the formation of charismatic leadership. She shows that personal predictors of charisma are cognitive abilities and the Big Five factors. Charismatic leadership is found to foster growth in organizing the civil society, in the group and organizational effectiveness. There is also an indication of the importance of the charisma concept as a symbolic and emotional signal for the practice of management and personnel management. Directions for further study of charismatic leadership are outlined: expanding qualitative research, using experimental strategies, searching for objective indicators of charisma, identifying personal predictors of charisma, including gender characteristics, Dark Triad traits, non-academic types of intelligence, studying the connection between charisma and the emotional sphere of a leader, studying the development of charismatic leadership taking into account cultural, professional and organizational context.

РОЗВИТОК ТЕХНОЛОГІЙ УПРАВЛІННЯ ПЕРСОНАЛОМ В УМОВАХ ЦИФРОВОЇ ЕКОНОМІКИ

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.

ПОВЫШЕНИЕ ПРОИЗВОДИТЕЛЬНОСТИ ТРУДА ПЕРСОНАЛА НА ПРЕДПРИЯТИЯХ ТРУБНОЙ ПРОМЫШЛЕННОСТИ С ИСПОЛЬЗОВАНИЕМ ИННОВАЦИОННЫХ ТЕХНОЛОГИЙ

the economic activity of a pipe industry enterprise, like any other organizational structure, requires ensuring personnel security, which consists in effective personnel management and the implementation of human potential. And given the challenges faced by modern enterprises of the pipe industry of the Russian economy, it is relevant to solve the problem of finding innovative solutions in the development of a human resources management system. Therefore, it is important to review the technologies that contribute to the innovative development of personnel management practices using the example of pipe industry enterprises.

DIGITAL TOOLS IN HUMAN RESOURCE MANAGEMENT: HOW DIGITIZATION AFFECTS PERSONNEL MANAGEMENT

This article delves into the dynamic of human resource management (HRM) in the era of digitization, examining the profound influence of digital tools on personnel management practices. Through a meticulous review of literature, theoretical frameworks, and empirical studies, it elucidates the multifaceted impact of digitization on HRM. The study explores how the adoption of digital tools transforms traditional personnel management, addressing key concepts, challenges, and perspectives in the context of digital transformation. Empirical research methods, including surveys, interviews, and focus groups, provide deeper insights into the practical implications of digitization for personnel management. The findings underscore the critical need for organizations to adapt strategically to the digital era, emphasizing the integration of digital technologies to enhance HR processes, employee engagement, talent management, and overall organizational effectiveness. This abstract contributes to the discourse on the intersection of technology and HRM, providing valuable insights for practitioners, scholars, and policymakers navigating the evolution of digitized personnel management.

“High performance work system”: challenges and good practices of organizations around the world

The desire to ensure high productivity of each employee in each organization is characteristic of the entire modern world. However, there is no single term used for this, even within an English-speaking (or Russian-speaking) environment, just as there is no common understanding of the factors that can lead to high productivity of each employee. In Russia statistics are collected and programs are being developed that contribute to the growth in the number “High Productivity Jobs” (at the state level). In English-speaking practice, similar approaches are indicated by the abbreviations HPO, HPHRP, HPWP and HPWS. However, similar to the difficulties encountered in the implementation of the concept of “Decent Work” in the world, problems are also experienced by companies trying to apply “high-performance work organization practices”. The published results of the analysis of world publications over the past 30 years show the connection of “high-performance work systems” a) with a variety of personnel management practices (slightly less than in half of the publications); b) with an intermediary factor in the form of staff satisfaction and their sense of subjective well-being (according to some data, most discussed in publications on “high-performance systems”); c) with the effectiveness and productivity of the organization as a whole, and d) with different, not always explicit, attitudes and expectations of employees (allocated to a separate group). Nevertheless, studies periodically show not only successes, but also unpredictable deterioration of indicators that are significant for organizations. The “emotional burnout” of employees and the “imbalance of work and the rest of life” increase attention to the “psychological contract” as ensuring compliance with the complex of mutual expectations of employers and employees. Part of these expectations is related to the currently developing format of hybrid work for some categories of specialists.