DIGITALIZATION OF SYSTEMIC LABOUR MANAGEMENT

Abstract

The purpose of the paper is to substantiate the areas, directions, and tools of further complex digitalization of the labour management within the framework of HR engineering technologies, which allow for the systematic improvement of the quality of professional and qualification potential, the level of productive employment and social protection of personnel of business entities as key factors in increasing their economic efficiency and sustainable development in the face of a spectrum of national and global socio-economic challenges. The study’s methodology is based on the generalization, comparison, synthesis and analysis of traditional and innovative objectives, functions, tools and areas of application of digital technologies and complex HR engineering in the context of ensuring its multi-faceted effective impact on systemic labour management, economic efficiency and sustainable development of enterprises (in particular, in terms of their profitability, competitiveness, innovativeness, qualitative regulation of social aspects of labour relations, balanced civic responsibility). In unstable and adverse socio-economic conditions of the national and global origins, the set of approaches and technologies to improve labour management through the systemic HR engineering results in balancing and consistent increasing in both the efficiency of economic activities and the solution of a range of social problems in the development of the workforce and the enterprise as a whole. The systemic nature of labour management based on digitalized HR engineering is ensured by combining its traditional business functions (economic, organizational and administrative, socio-psychological) with strategic, innovative and wide social functions (in particular, regarding monitoring the level of capitalization and improvement of employees’ talents, skills and abilities, stimulating their career growth, team building, optimizing cooperation and mechanisms of interaction between employees and an enterprise’s heads, implementing social initiatives of an economic entity regarding its personnel and external environment), which are carried out through modern information and analytical, accounting and financial, recruiting and educational technologies. Practical implications of the digitalized HR engineering involves: balancing an enterprise’s human resources according to the consistently improved job description and required professional competencies in the ratio of hard, soft and digital skills; productive employment; optimizing capitalization of personnel professional and qualification qualities, his working and extra-working conditions. Thus, business profitability increases in accordance with the criteria of its sustainable development and resilience, which have broad social and individual value. Value / originality of this approach to substantiate the goals, tasks, functions, and areas of application of digitalized HR engineering will increase the complexity and effectiveness of systemic measures for stimulating the sustainable development of an enterprise based on improving its organizational and process model, systematizing and increasing the efficiency of management and business activities, ensuring productive employment, advancing the professional and qualification potential of personnel.