USE OF NEW TECHNOLOGIES IN HUMAN CAPITAL MANAGEMENT: THEORETICAL BACKGROUND

Abstract

The article is devoted to the theoretical justification of the effectiveness, importance, advantages, directions and dangers of introducing the latest digital technologies into human capital management at the enterprise level. The purpose of the work is to generalize the theoretical foundations, systematize the key advantages, and justify ways to increase the effectiveness of introducing the latest technologies into the practice of human capital management of enterprises in modern conditions. To achieve the set goal, the following research methods were used: comparative analysis – to reveal the essence and characteristic features of key concepts; abstract-logical method – to systematize the key advantages of digital technologies in human capital management; monographic method – for in-depth study of individual types of modern personnel technologies, etc. The study showed that a human capital management system based on the latest technologies helps to improve the process of retaining talented employees; optimize labor and organizational management processes; ensure better working conditions for employees; increase labor productivity; save costs and company resources; save time on routine tasks and expand employees' opportunities to focus on more important strategic initiatives; increase employee engagement; better compliance with regulatory and legislativerequirements; ensure business agility; increase employee motivation; expand analytics capabilities; better talent management; reduce staff turnover; reduce administrative process cycles and increase the accuracy and efficiency of all human capital management functions, which all together affect the company's performance. Important results are defining the essence of digital transformation in HCM and highlighting the ethical aspects of this process. Transparency, fairness and accountability are crucial to ensuring the effectiveness of the use of digital technologies in human capital management. In particular, human oversight and intervention are necessary to verify the recommendations and decisions generated by artificial intelligence. Moreover, companies should prioritize employee well-being and ensure that artificial intelligence technologies enhance, rather than replace, human interaction. Overall, digital transformation in HCM can become and is already becoming a powerful lever for improving the effectiveness of human capital management in enterprises