MODERN TECHNOLOGIES OF HUMAN RESOURCE MANAGEMENT IN THE ENTERPRISE MANAGEMENT SYSTEM: A COMPARATIVE ASPECT
Abstract
Huk V.V. MODERN TECHNOLOGIES OF HUMAN RESOURCE MANAGEMENT IN THE ENTERPRISE MANAGEMENT SYSTEM: A COMPARATIVE ASPECT
Purpose. The aim of the article is to substantiate the need for the introduction of innovative technologies for human resource management in the field of enterprise management, as well as a comprehensive comparison of traditional technologies with modern (innovative) technologies in the enhanced conditions of digitalization.
Methodology of research. A number of general and special scientific research methods were used to achieve the set goal and obtain research results: monographic – when studying literary sources on issues related to the development of human resources management technologies; induction and deduction - for searching, systematizing and processing the necessary information; tabular method - for a visual presentation of systematized information about traditional and modern technologies of human resources management; abstract and logical and generalization – when forming conclusions and proposals from the conducted research.
Findings. The main historical aspects of the development of human resource management were identified in the course of the study of the personnel management system, and it was found that it has come a long way to its modern understanding. Modern HR management technologies are identified, such as the use of artificial intelligence in recruitment, gamification, emotional intelligence development programmes, headhunting, screening, coaching, cloud-based HR management systems, and virtual reality for training; the possibilities and features of the application of each of them are revealed in detail. A comparative analysis of traditional and modern technologies was carried out according to the following criteria: personnel selection method, personnel motivation methods, skills development and training, ability to evaluate personnel, personnel administration, attracting specialists, team communication, assessment of emotional climate, and working time administration.
Originality. The analysis of traditional and modern technologies of human resource management has been further developed. Attention is focused on the integration of digital technologies.
Practical value. The results of the study can be useful for business managers and HR professionals, as they provide a clear picture of the advantages and disadvantages of modern and traditional technologies.
Key words: artificial intelligence, gamification, emotional intelligence, headhunting, screening, coaching, cloud systems, virtual reality.
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