TRANSFORMATIONAL CHANGES OF HR-ENGINEERING SYSTEM FUNCTIONING UNDER MODERN BUSINESS AND ECONOMIC CONDITIONS OF MANAGEMENT

Abstract

The article studies transformational changes in the functioning of the HR-engineering system under modern business and economic conditions of management. The main directions of HR-management are presented, which are strategically important and require practical implementation in modern business and economic conditions. The transformational changes of strategic principles of functioning of the HR-engineering system in the conditions of war are defined. The transformational impact of the war on the labor potential of employees in the HR-engineering system is substantiated. The transformational factors of influence on the HR-engineering system in the conditions of war are presented. Strategic corrective actions were formed in the aspect of improving the HR-engineering system in war conditions. The influence of the war on the transformation of the HR-engineering system in Ukraine is characterized. The transformational tendencies of digitalization of the HR-engineering system under the modern business and economic conditions of management and in the conditions of war in Ukraine are investigated.
A significant number of challenges and problems, affecting the efficiency of HR-engineering is identified, in particular: the necessity to ensure the personnel's physical safety, mobilization of qualified workers for the purpose of country defense, the gradual release and optimization of human resources, an insufficient number of active qualified labor force, a significant deterioration of social and psychological climate within collectives, deformation of communication and reduction in the efficiency of the management system, low (absent) level of readiness for staff inclusion, etc. In addition, it is determined that despite the current situation in the country, it is important and necessary to adjust the personnel management approach to the social norms of Western countries in the process of European integration processes.
To increase the efficiency of system of HR-engineering and improve the psychological climate at the enterprise, some measures are suggested, aimed at providing psychological support and rehabilitation of employees: introducing flexible work schedules, programs for professional development and increasing the personnel qualifications, strengthening the motivation system through new approaches, using modern information technologies to optimize system of HR-engineering, active involvement of external experts to provide advisory assistance on issues of personnel management in wartime, etc. Emphasis is put on the necessity to develop and implement existing professional programs for veterans of war readaptation and resocialization, including the ones at workplaces. It is noted that only a comprehensive approach to the implementation of the above-mentioned measures makes it possible to ensure an efficiency increase of the enterprises’ human resources management systems, which as a result, will have a positive impact on the economic situation in the country
HR-engineering is implemented at all levels of business process management and isdeveloped in different ways of changing the business environment. HR-engineering techniques include the latest tools, advanced technologies and tools for the transformation of HR-processes and their optimization using digitalization. The study systematizes the latest technologies and tools of HR management and describes their integrated application in HR-engineering technology. A conceptual scheme for understanding HRprocesses as an important component of business processes of the enterprise is proposed.
The need for HRM-systems implementation is determined with such critical needs for successful business as: cost management (labor costs are one of the largest cost items), effective business process management, compliance with all legal regulations which involve employee-employer relations. The usage of HRM-systems competently allows to solve complex problems, implementing flexible schemes for calculating wages and staffing, which in turn, increases the value of human capital. Accordingly, the implementation and usage of HRM systems in HR practice will save the company’s time, give possibility tostore all the data on cloud services and automate most business processes, which will make a positive impact on the company’s revenues. HRM systems are the most important applications used in companies of all sizes and in all types of economic activities. However, the tasks to provide and verify indicators for evaluation the effectiveness of personnel management digitalization are not solved completely, which in turn, gives prospects for further investigations in this area.