Work Task Performance Research Articles

The Relationship Between Knowledge And Attitudes Towards Ergonomic Behavior Of Employees At Upt Lik Magetan District

Ergonomic problems are related to the body's suitability to work tools when performing work tasks. Based on an initial study conducted by researchers on 10 employees at UPT LIK, Magetan Regency. There are 7 out of 10 workers who lack understanding about ergonomics such as how to lift weights, the maximum limit of the weight lifted, the use of Personal Protective Equipment (PPE), the effects of excessive weight lifting. Meanwhile, in the IKM section, understanding the principles of ergonomics is very important, because the work done by employees is closely related to ergonomics. The lack of awareness of workers in implementing ergonomic behavior is influenced by knowledge factors and work attitudes. Poor work knowledge and attitude are caused by the lack of ergonomics application by the industry to workers. In addition, workers also lack understanding of ergonomics in the work environment. This type of research is a quantitative research with cross sectional research. The population in this study is 230 respondents with a sample of 70 respondents in this study. The data of this study was obtained from the collection of questionnaire sheets and observation sheets. Data analysis using the Chi Square Test. The results of the bivariate test in this study showed that there was no relationship between the independent variable of knowledge and ergonomic behavior with p = 0.687 and there was a relationship between the independent variable of attitude and ergonomic behavior with p = 0.000 The conclusion in this study is that there is no significant relationship between knowledge and ergonomic behavior and there is a significant relationship between attitudes to ergonomic behavior. Keywords: Knowledge, Attitude, Ergonomic Behavior

Exploring the influence of music on cognitive performance in female assembly line workers at a medical device manufacturing unit.

The significance of enhancing working conditions for the physical health and performance of workers, particularly female workers, underscores the need for research in this domain and the examination of interventions such as music. Previous studies have yielded diverse outcomes regarding the influence of music on individuals' performance; hence, further research in this area appears imperative. The aim of this study is to explore the impact of music on the cognitive and task performance of female assembly operation operators. This study is an interventional (quasi-experimental) study that involved 81 participants from the female workforce of the medical equipment assembly unit in Isfahan, Iran. The evaluation encompassed task performance, working memory using N-Back test, sustained attention using continues performance test (CPT), degree of sleepiness, and mental fatigue using Flicker Fusion test, along with physiological parameters such as heart rate and blood oxygen level. Participants underwent testing both in the presence of classical music and in a condition without music playback. The provision of background music enhanced the workers' sustained attention and working memory. It led to improved task performance and a reduction in drowsiness. Concerning physiological parameters, it resulted in a slight decrease in heart rate at the end of the work shift and a marginal increase in participants' blood oxygen levels. Background music enhanced working memory (p-value = 0.001), sustained attention (p-value = 0.001), and improved the task performance of workers(p-value = 0.005). Additionally, likely due to increased relaxation, it led to a decrease in heart rate (p-value = 0.001) and an increase in blood oxygen levels (p-value = 0.016). Music also played a role in reducing participants' sleepiness (p-value = 0.001).

Relational Job Crafting and Task Performance: The Mediating Role of Work Engagement

This study investigates the mediating role of work engagement on the effect of relational job crafting on task performance among employees in the public sector of Ghana. Relational job crafting involves offers significant benefits to public sector employees by enhancing their performance through collaborative engagement. Thus, when employees actively adjust their social work environment, they can reduce (increase) work-related stress (sense of purpose) through fostering stronger relationships, which also improve well-being and performance. The research employed a closed-ended questionnaire and conducted a cross-sectional online survey. The study’s target population consists of 17,163 public sector employees in Cape Coast Metropolis, out of which 456 were randomly selected to complete the survey. The sample size was estimated using the Adam, (2020) approach for selecting samples in a quantitative study. Data collection took place from January to June 2023, and the analysis was conducted utilising the R version of partial least squares structural equation modelling (PLS-SEM). The study revealed an average yet statistically significant influence of relational job crafting on both work engagement and task performance. Thus, relational job crafting had a significant positive effect on work engagement (β = 0.502, p < 0.01) and task performance (β = 0.293, p < 0.01), with work engagement further affecting task performance significantly (β = 0.475, p < 0.01). The significant positive relationship shows that the increase in both relational job crafting and work engagement among Ghanaian public sector employees further improves their performance in the various tasks assigned to them. Also, despite the direct relationship between work engagement and relational job crafting and task performance, it was further revealed that the latter further mediate the relationship among the former and task performance. Thus, it was found that work engagement serves as a complementary partial mediator in the relationship between relational job crafting and task performance (β = 0.238, SE = 0.034, 95% CI = 0.177, 0.309). These findings support the initial hypotheses established for the study. In terms of policy recommendations, this study emphasises the importance of fostering both work engagement and relational crafting to enhance task performance in the Ghanaian public sector. It suggests that employers, including government bodies, directors, and chief executive officers of public institutions, as well as policymakers, including labour unions, should implement measures across various sectors of public services to strengthen employee relations and increase engagement, ultimately enhancing task performance

Job security, perfectionism, and work task performance during the COVID-19 pandemic

Job security, perfectionism, and work task performance during the COVID-19 pandemic

Sociodemographic Data and Work-Related Musculoskeletal Symptoms in the Metal Polishing Industry: A Case Study in Central Portugal

The prevalence of work-related musculoskeletal disorders is a red flag in industries and is considered an occupational health issue that affects the operator’s well-being, safety, and health. This study contributes to understanding the impact of Industry 5.0 on the workforce and emphasizes the importance of promoting a safe and healthy working environment. Thus, it focuses on the assessment of anthropometric characteristics and work-related musculoskeletal symptoms in a real industrial environment, specifically in the metal polishing sector of a metallurgical industry in Portugal. The research collected data on physical attributes, health status, and musculoskeletal symptoms using the Portuguese version of the Nordic Musculoskeletal Questionnaire, and incorporated sociodemographic data, including age, gender, and professional status, to provide a comprehensive understanding of the active workforce. The results were analyzed by gender and age clusters and revealed a prevalence of musculoskeletal symptoms, particularly in the spinal column and upper limbs, with a significant impact on the ability to perform work tasks. The need for preventive measures and ergonomic interventions to minimize the high predominance of musculoskeletal symptoms in Portuguese industries is also highlighted to improve the working conditions and enhance the well-being and health of operators.

The Role of the Departure of the Asset of Young Specialists in Reducing the Leakage of Teachers in the School

The article describes the main aspects of the integration and retention of a young teacher in the profession, defines the conditions that ensure this process, and shows effective ways for educational organizations to accompany and support a young teacher. The features of a new generation of teachers who dictate modern realities are studied, due to which new risks of leaving a specialist's position arise, the name of one of them is burnout. The importance of proper integration into the work environment and preparation for the performance of work tasks is largely dictated by responsibility to the future generation. The personnel drain is accompanied by the migration of promising specialists to other countries, this is facilitated by the existing number of factors described in the article. The paper identifies current strategies to prevent professional burnout of young teachers – they will help not only increase the number of specialists in the profession, but also give them the opportunity to develop in a career environment, strive for success. Special attention is paid to gatherings of young professionals as one of the leading ways to prevent burnout in general. The article includes the specifics of spending time outside the work institution, describes the stages of participation in the meeting, as well as its mutually beneficial relationship with the school administration, which needs cooperation with projects of a city or country of this format. The professional success of a teacher largely depends not only on passing through the difficulties of a career path, but also on the ability to take an environmentally friendly approach to spending their internal resources, to find a source of replenishment. Gatherings of young specialists meet these demands and are able to broaden their horizons, social circle, and raise their awareness. Accommodating many positive influences on the teacher, the meetings have become an effective measure to prevent his professional burnout, building the prospect of his success.

Influence of transformational leadership on innovative work behavior and task performance of individuals: The mediating role of knowledge sharing

This research tries to investigate the dynamic link between higher education institution (HEIs) transformational leaders (TFL) and follower's outcome innovative work behavior (IWB) and Task Performance) through Knowledge sharing (KNS) in Pakistan. Using quantitative design an adopted construct was used to obtain response from HEIs leaders and employees behavior. The obtained information was analyzed through structural equation modeling (SEM) technique via Smart PLS. Results depict that direct link between University Transformational leadership and employees Innovative work behavior as well as Task Performance. The results further postulate that KNS mediate the relationship between Transformational leadership and employees TSP in the context of HEIs. Surprisingly, KNS could not evident to become a mediating variable to strengthen the relationship between transformational Leadership and employees IWB in the HEIs sector of Pakistan. In addition to enhancing the theoretical comprehension of higher education leadership, the outcomes of this article provide that promoting knowledge sharing culture is valuable asset for both existing and future HEIs leaders in order to promote the culture of innovation and creativity. Although recent studies investigate the role of KNS as a mediator, however the current study use KNS as contemporaneous intervening variable for IWB and Task Performance for the first time. The study also confirms theoretical underpinning of social exchange mechanism in strengthening the relationship between leader member's continuum.

Moderating role of Gender on Work Engagement, Task Performance and Organizational Citizenship behavior in Indian IT Sector

Understanding multifaceted association of relationships among Work Engagement, Task Performance and Organizational Citizenship behavior (OCBI, OCBO) and moderating influence of gender is crucial for organizations determined to encourage inclusive and dynamic work environments. By reformatory gender-related discrepancies within these realms, Organizations have capacity to advocate for equity, inclusivity and employee welfare thereby cultivating heightened levels of work engagement and organizational accomplishment. In this study we investigate Moderating role of Gender on Work Engagement, Task Performance and Organizational Citizenship behavior in Indian IT Sector. Primary data from 208 Indian IT staff was collected and PLS-SEM was used for analysis. The study found that while gender alone may not wield substantial impact on organizational results, the interplay between gender and work engagement assumes significance in sculpting Organizational Citizenship Behavior.

Job Burnout, Work Health Management Interference, and Organizational Health Climate Among Employees with Varied Levels of Work Ability.

The presence of chronic health conditions (CHCs), without sufficient personal and job resources, can impede one's ability to effectively perform work tasks and manage job demands. The aim of this study was to evaluate the level of job burnout and perceptions of work health management interference (WHMI) and organizational health climate (OHC) among employees with varied levels of work ability (WA). We also examined relationships among these variables and with sociodemographic and job-related variables (e.g., age, number of physician-diagnosed conditions). A convenience sample of 878 adults living and working in the United States who responded to a recruitment message via professional listservs/email lists and social media participated in a non-experimental, cross-sectional online survey. Participants reported sociodemographic and job-related items, as well as measures to evaluate WA, burnout, WHMI, and OHC. Statistically significant differences in burnout, WHMI, and OHC were observed across WA groups. Workers with poor WA reported the highest levels of overall burnout, WMHI, and the least supportive OHC. A more supportive OHC was associated with lower burnout. A strong inverse relationship between WA and the number of physician-diagnosed conditions was observed; weak relationships between WA and age, as well as WA and managerial status, were found. Employees with lower levels of WA tended to report higher levels of burnout and WHMI and lower levels of OHC. Findings provide a foundation for future research to examine causal relationships among these variables and to inform actions to both preserve WA and support worker well-being.

A METHODOLOGY FOR ASSESSING THE RISK OF INJURY AT THE WORKPLACE OF EMPLOYEES WITH DISABILITIES

The modern approach to ensuring the occupational safety of workers in Ukraine should rely on a risk-oriented approach. Essential requirements for risk assessment methods are a sufficient level of informativeness, reliability of results, and the ability to adapt them to the conditions in which the methods will apply. In particular, it concerns the assessment of injury risks at workplaces of representatives of vulnerable groups of workers—primarily elderly workers and workers with disabilities. Difficulties in assessing workplace injury risks for vulnerable groups of workers limit the development of occupational inclusion at a time when promoting the employment of people with disabilities has become a key priority for governments around the world. The article aims to develop a methodology for assessing risks at the workplaces of employees with disabilities one can use to evaluate the level of risk at enterprises, particularly in small and medium-sized businesses. When determining the injury risks to employees of vulnerable groups, one should account for both the individual characteristics of the employee and the characteristics of the workplace and work process. The input information is the conclusions of the medical experts regarding the types and degrees of impact of life restrictions, as well as the value of individual risk according to the company’s field of activity. The analysis of the workplace, planned for the employment of a person with a disability, of the technological process, and the surrounding working environment follows the factors the company forms based on their internal and external context. Comparing the result with the limit value of the risk is necessary to decide on the possibility of performing work tasks by the employee and the need to take additional safety measures. When choosing a risk threshold against which to compare the assessment result, the company must consider its goals for achieving the required level of safety. Thus, this technique allows one to carry out a comprehensive assessment of the level of risk at the disabled employee’s workplace, which will contribute to increasing the level of occupational safety and professional integration of persons with disabilities. Keywords: risk, disability, workplace, labour process, injuries.

Use, failure, and non-compliance of respiratory personal protective equipment and risk of upper respiratory tract infections-A longitudinal repeated measurement study during the COVID-19 pandemic among healthcare workers in Denmark.

Upper respiratory tract infections (URTI) are common and a common cause of sick-leave for healthcare workers, and furthermore pose a threat especially for patients susceptible to other diseases. Sufficient use of respiratory protective equipment (RPE) may protect both the workers and the patients. The COVID-19 pandemic provided a unique opportunity to study the association between use of RPE and URTI in a real-life setting. The aim of this study was to examine if failure of RPE or non-compliance with RPE guidelines increases the risk of non-COVID-19 URTI symptoms among healthcare workers. In a longitudinal cohort study, we collected self-reported data daily on work tasks, use of RPE, and URTI symptoms among healthcare workers with patient contact in 2 Danish Regions in 2 time periods during the COVID-19 pandemic. The association between failure of RPE or non-compliance with RPE guidelines and URTI symptoms was analyzed separately by generalized linear models. Persons tested positive for severe acute respiratory syndrome coronavirus 2 were censored from the analyses. The 2 waves of data collection were analyzed separately, as there were differences in recommendations of RPE during the 2 waves. We found that for healthcare workers performing work tasks with a risk of transmission of viruses or bacteria, failure of RPE was associated with an increased risk of URTI symptoms, RR: 1.65[0.53-5.14] in wave 1 and RR: 1.30[0.56-3.03] in wave 2. Also non-compliance with RPE guidelines was associated with an increased risk of URTI symptoms compared to the use of RPE in wave 1, RR: 1.28[0.87-1.87] and wave 2, RR: 1.39[1.01-1.91]. Stratifying on high- versus low-risk tasks showed that the risk related to failure and non-compliance was primarily associated with high-risk tasks, although not statistically significant. The study was conducted during the COVID-19 pandemic and thus may be affected by other preventive measures in society. However, this gave the opportunity to study the use of RPE in a real-life setting, also in departments that did not previously use RPE. The circumstances in the 2 time periods of data collection differed and were analyzed separately and thus the sample size was limited and affected the precision of the estimates. Failures of RPE and non-compliance with RPE guidelines may increase the risk of URTI, compared to those who reported use of RPE as recommended. The implications of these findings are that the use of RPE to prevent URTI could be considered, especially while performing high-risk tasks where other prevention strategies are not achievable.

Work engagement and perceived job performance: does information communication technology orientation matter?

Purpose The purpose of this paper is to develop and test an integrated model to examine the relationship between work engagement and three facets of perceived job performance (PJP). The authors argue that work engagement might not optimally improve PJP unless it is channelized through information and communication technology orientation. Design/methodology/approach Data for the present research were collected from higher educational institutes in the northern region of India by using a convenient sampling technique. Results of structural equation modeling (SEM) through AMOS 20 revealed that work engagement facilitates all three facets i.e. task performance, contextual performance and adaptive performance of teaching professionals. Furthermore, SEM results established the partial mediating effect of information and communication technology orientation between work engagement, task performance, contextual performance and adaptive performance. Findings Findings from present research contribute theoretically as well as practically to job performance and work engagement literature by giving insights to administrators and practitioners on how to improve the overall job performance of teaching professionals by enhancing their engagement and addressing their need for digital know-how. Originality/value To the best of the authors’ knowledge, this study is one of the first to study the impact of work engagement and information and communication technology on the three facets of PJP using a diverse sample of 1030 teachers from universities in North India.

THE PDCA CYCLE IN THE CONTEXT OF REDUCING PSYCHO-EMOTIONAL TENSION IN THE WORKPLACE

The necessity to ensure work safety begins with an understanding of the risks that exist in the enterprise and can lead to injury, deterioration of the health of employees, and accidents. Such risks may include physical, chemical, biological, and psychosocial hazards. The negative consequences of the psycho-emotional tension of employees consist of a decrease in the level of concentration of attention, increased fatigue, deterioration in the perception and memorisation of information, and a decrease in work efficiency. Some serious consequences of the excessive psycho-emotional tension of the employee are an increasing risk of accidents during the performance of work tasks, an increased time absence at work due to illness, a decrease in the quality of the work performed, loss of motivation, and others. The article analyses the possibilities of using the PDCA Cycle methodology to eliminate psycho-emotional tension in the workplace. We revealed the dangerous psycho-emotional factors in the workplace and provided examples of using each stage of the PDCA Cycle to reduce their impact on employees and ensure safe indicators of working conditions. The PDCA cycle can be implemented as a mean of improving the management and normalisation of safe work conditions, using the main idea of the model—the continuous improvement of safety indicators, through a step-by-step cycle: planning, execution, inspection, and action. The Deming circle allows us to systematically identify, analyse and solve problems related to psycho-emotional tension in the workplace, as well as to constantly improve processes in order to prevent the emergence of new stress factors. The application of this approach will provide effective control over psycho-emotional risks, reduce their impact on the health and safety of employees, improve overall production productivity, and is also a valuable tool for evaluating the effectiveness of the safety management system at the enterprise and for making decisions on improving working conditions. Keywords: the PDCA Cycle, psycho-emotional tension, work conditions, planning, implementing, improvement.

Validity and Reliability of Work Ability Index in Turkish Context: Inter-Level, Direct, and Indirect Relations with Job Satisfaction and Task Performance

ABSTRACT Descriptive research on work ability is well advanced. However, literature is still far from explaining its consequences. Besides, Turkish literature has been quite limited in terms of considering the work ability concept. In the research, the work ability index, and task performance scale were adapted to Turkish. The research was patterned with quantitative method. According to findings, the improvement of work ability levels and increase in job satisfaction and task performance are related in the same direction. Moreover, work ability positively contributes to directly predicting job satisfaction and task performance. Furthermore, work ability positively contributes to indirectly predicting task performance through job satisfaction. This mediation effect, determined for the first time, is an important research finding regarding its contribution to literature. Apart from these, there are significant differences in work ability among age groups, and certain age group categories have a moderating effect on the relationship between work ability and task performance. This study demonstrated that work ability index is a valid and reliable tool for the Turkish sample. Besides, the study provides holistic findings thanks to work ability levels and direct and indirect effect analysis. The theoretical and practical implications were discussed, and directions were made to further research.

Work self-efficacy and its role in promoting psychological health of the staff of educational organizations in the conditions of war and post-war revival: a theoretical analysis of the problem

Introduction. Today, psychologists are facing an important and urgent task of finding factors that promote educational staff's work performance and psychological health in war conditions. One of these factors is overall self-efficacy and, in particular, work self-efficacy of the individual. Aim: to make a theoretical analysis of the concept of work self-efficacy and determine its role in promoting the psychological health of the staff of educational organizations in the conditions of war and post-war revival. Results: In Western organizational psychology, the problem of self-efficacy is studied in relation to work efficiency and job satisfaction, as a staff's personal characteristics correlate, as an occupational stress-and burnout-reducing factor, and as a mental health and subjective well-being factor. Work self-efficacy is a type of personal self-efficacy and it is considered as part of professional self-concept and is defined as a person's belief in their ability to successfully perform work tasks. Work self-efficacy in foreign studies is considered as a significant correlate of such organizational indicators as career, job satisfaction, dedication, involvement in work and work productivity in general. Work self-efficacy acts as a "buffer" from occupational stress and burnout. In the conditions of war, the development of self-efficacy acquires special importance. On the one hand, self-efficacy in certain population categories has decreased, but on the other hand, self-efficacy plays a key role in reactions to stress and coping with threatening situations and traumatic events. In addition, self-efficacy is an important factor in post-war personal recovery and can be developed via psychological interventions. Conclusions: The results of the theoretical research can be helpful in empirical studies of educational staff's work self-efficacy in the conditions of war and for the development of special work self-efficacy promotion psychological technologies.

Methodology for Creating Personalized Adaptive Lighting Systems for Round-the-Clock Shift Workers

Light has a dominant non–visual effect on numerous physiological processes. Workers with non-standard schedules often suffer from the disturbance of circadian rhythms that depend on light. In this study, we have developed a methodology for creating an adaptive lighting system that helps maintain the psychophysiological state of employees in norm. The existing methods for adapting lighting were considered. It was concluded that the psychophysiological factor of adaptation is relevant for both employers and employees. Various methods of data collection for the functioning and development of the system were reviewed, including psychological techniques and biomonitoring devices. Based on the analysis, a methodology was developed for creating an adaptive lighting system for doctors with round-the-clock and night work schedules with the prospect of future scalability. This will improve the health of employees, which often deteriorates due to unsatisfactory working conditions. Based on the developed methodology, it is possible to create adaptive lighting systems in different areas that require non-standard schedules and increased accuracy to perform work tasks.

Using wearable technology (closed loop acoustic stimulation) to improve sleep quality and work outcomes.

Drawing from the neuroscience literature and recent advancements in sleep technology, we examine how closed loop acoustic stimulation can improve employee sleep and subsequent work behaviors. Specifically, we hypothesize that because closed loop acoustic stimulation improves sleep quality, it enhances work engagement, task performance, and organizational citizenship behavior (OCB) and lowers counterproductive workplace behavior. In a 4-week within-subjects field experiment, 81 employees wore headbands during sleep hours in active mode (with closed loop acoustic stimulation) or sham mode with the volume off (control condition). We found that the treatment condition was linked to higher work engagement, task performance, and OCB the next day (but not counterproductive workplace behavior). Additionally, we found that the headbands were more effective for younger employees. This study contributes to the literature on sleep and work by highlighting a cost-efficient intervention for improving sleep and sleep-related outcomes which do not rely on surmounting the difficulties entailed in increasing sleep duration, as well as age as a boundary condition limiting the effects. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

Metaverse in the Virtual Workplace

The emergence of digital technologies has significantly transformed the workplace by enhancing productivity and improving employee wellbeing. One of the latest technological advancements in the workplace is the metaverse, which has tremendous potential to facilitate collaboration in virtual teams. In this study, we conducted a comprehensive bibliometric analysis to identify core research themes on applying metaverse in the workplace. Our findings reveal core themes, including an avatar, computer graphics, immersion, virtual world and virtual reality. We also developed a theoretical and conceptual framework to define a metaverse in the workplace, which includes individual, team and organizational factors as well as contextual moderators that influence its implementation. Finally, we propose a definition of a metaverse in the workplace as a 3D virtual immersive environment where employees interact with each other using their avatar identities, perform work tasks, and have autonomy and opportunities for creativity. Our study contributes to the growing body of research on the practical applications of a metaverse in the workplace. It highlights the importance of considering various factors for its successful implementation.

The impact of educational staff's work self-efficacy on their subjective well-being in war conditions

The article examines the concept of work self-efficacy and its effects on the subjective well-being of the staff of educational organizations in war conditions. The concept of work self-efficacy allows comparing different types of jobs or occupations, which makes it useful for research in an organizational context. Work self-efficacy is defined as a person's belief in their ability to successfully perform work tasks. The problem of work self-efficacy and its effects on subjective well-being in the conditions of war is a topical issue. At the same time, it remains unexplored in Ukrainian psychology, in particular, in the context of educational organizations.
 It has been found that educators have low confidence in their ability to successfully perform tasks related to their work. It has been shown that work self-efficacy has a positive correlation with staff's overall subjective well-being and its components (psychological well-being, physical well-being and health, and relationships). The role of educators' work self-efficacy in improving their subjective well-being is emphasized.

DEVELOPMENT TRENDS IN THE USE OF DIGITAL TECHNOLOGIES IN PERSONNEL MANAGEMENT

The purpose of the article. In today's conditions of globalization, the transition to a network digital economy and new opportunities in business, a transition from a traditional company to a technological one using management models that ensure productivity, innovation, flexibility and adaptability is necessary. Recently, the need to use information technologies has been growing, all data at enterprises is being converted into electronic form with the help of such digitalization elements as software, web representations and mobile applications. Digitalization is necessary primarily in order to optimize business with the help of software and IT solutions that will help to make it simpler, more economical and of higher quality in the context of providing services to customers and meeting their needs.
 Methodology. Digitalization is a process of application of modern information and communication technologies by enterprises to achieve their goals, based on the capabilities of the modern IT industry, focused on the transformation of existing business processes through their digitalization. In fact, digitalization involves a radical change in organizational design, management models and methods, centers of responsibility. That is, digitalization is not only the use of digital technologies, but also primarily a change in thinking, management style, incentive system and adoption of new business models.
 Results. Digitalization of the economy significantly transforms all traditional functions of organization management, and above all, the sphere of personnel management. Every year, more and more companies automate HR functions and thereby simplify and make the work of personnel managers and the HR department as a whole more efficient. The research shows that there is a significant gap between those companies that actively implement changes, confidently use new resources and technologies to improve HR processes, and those that take a wait-and-see position. The passivity of many companies leads to significant losses of competitiveness, as they not only lose the opportunity to invest in their own human capital, but also risk losing access to a workforce with unique capabilities. Digital HR combines social networks, mobile applications, cloud technologies, augmented reality and is a new platform for improving the work of both employees and candidates, improving and developing their experience. Developers of digital solutions provide the technical component of digital HR, while company management and HR departments must build their own integrated strategies and programs for digital personnel management. At the same time, the transition to digital transformation should be based on an in-depth analysis of internal and external factors, a study of advantages and disadvantages, as well as industry restrictions and potential partners. 
 Practical implications. Taking into account the general trends and needs of humanity, it can be argued that modern organizations should reconsider their position in the field of personnel management, namely the training of the organization's employees. After all, it is the potential and competence of the company's employees, its main resource that will allow it to remain a competitive player in the market in new, rapidly changing, uncertain conditions, regardless of the specifics of the company's activities. Today, digital technologies have made it possible to automate personnel administration, payroll, and recruiting processes. There are even complex HRM systems that make it possible to work not only with quantitative, but also with qualitative indicators, to automate, in addition to the above-mentioned planning of personnel needs and employee career planning, personnel evaluation, training, motivation and much more.
 Value/originality. The use of augmented reality technologies expands opportunities for talent acquisition, training and development. The virtualization of the internal space allows new candidates to instantly get an idea of the specifics of the organization and performance of work tasks within the company, to understand whether they share the vision, values and corporate culture, to facilitate the onboarding and adaptation processes, while at the same time providing recruiters with information about their behavior, personal characteristics and peculiarities. In addition, augmented reality transforms the processes of learning and development, allowing you to immerse yourself in the experience as much as possible, make it unique, which will later affect the quality of professional skills, promote the development of empathy and understanding.