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The article studies the key aspects of the transformation of HR management in the conditions of technological renewal and the progress of socio-economic systems, the practical aspect of the application of digital solutions and the possibilities of modern technologies is considered. The main approaches to understanding the economic category of HR management in the context of strategic, complex, innovative, and socially oriented management are identified. The need for changes in HR management from the standpoint of digitization and digitalization, as well as the transition to a new technological level in enterprise management, is revealed. The main functions of HR management are outlined, their content from the standpoint of target tasks is specified. It is substantiated that modern HR management is based on the synergy of human capabilities and digital technologies. A scheme of step-by-step processes of HR management with corresponding modern digitalization technologies has been developed, the list of possible combinations of technological solutions in the implementation of each function has been clarified. The most relevant applications implemented with the use of breakthrough technologies (AI, AR, VR) are characterized, and the possibilities and directions of their application in personnel recruitment are proven. The practical experience of using modern technologies in the HR management of individual companies is considered, in particular in the process of recruiting and in order to increase the involvement of personnel, the key advantages and disadvantages of the use of digital technologies are determined. Modern technologies of digitalization of HR processes are characterized (HRM systems, ATS systems, ERP systems, cloud technologies in HR, HR analytics, etc.), which are structured according to the main stages of HR management. Conclusions regarding the need to apply and constantly update existing approaches and tools for the implementation of HR management of enterprises and organizations, which should be implemented in the implementation of digital transformation of management systems, which will contribute to the validity of management decisions, are substantiated.
Mohylova et al. (Thu,) studied this question.