The article examines the enterprise's HR management strategy in the context of European integration as an effective tool for increasing its competitiveness. The relevance of the topic is due to the need for deep adaptation of Ukrainian enterprises to the standards of the European Union, which include high requirements for working conditions, the principles of equality and inclusion, continuous professional development, digitalization of HR processes and transparency of personnel policy. It is emphasized that human capital is becoming a key source of competitive advantages, and effective HR management is a necessary condition for integration into the European economic space. A critical analysis of modern scientific research and practices in the field of strategic HR management was conducted, which allowed us to identify a scientific gap: an insufficient level of integration of European HR standards and practices into the corporate strategies of Ukrainian enterprises. The purpose of the study is to develop and substantiate a comprehensive HR strategy that combines European approaches to human resources management with national characteristics of the business environment and is focused on increasing the competitiveness of the enterprise. The methodological basis of the study is a systematic approach, analysis and synthesis, comparative analysis, SWOT analysis, expert assessment method and graphic modeling. The proposed strategy includes six key components: strategic orientation on human capital, adaptation to European standards, a system of continuous learning (Lifelong Learning), digitalization of HR processes, development of innovative and corporate culture, as well as a motivational policy of the European model. The implementation of the strategy involves four consecutive stages: diagnostics of the current state of the HR system, design of measures and tools, implementation of developed initiatives, monitoring and adjustment considering changes in the external environment. The expected results include an increase in labor productivity by 15–20% in the medium term, a decrease in staff turnover, an increase in innovative activity and strengthening the market positions of the enterprise both in the domestic and foreign markets. A graphic model of the strategy is presented, which reflects the relationship between its components, implementation stages and expected effects. The results of the study have theoretical and practical value and can be used by business leaders, HR specialists and consultants to develop their own personnel development programs adapted to the requirements of the European integration environment.
Мохненко et al. (Wed,) studied this question.