Abstract

In human resource management, the connection of human resources technologies with the electronic component, up to artificial intelligence, is being strengthened. And this radically changes HR management. The article identifies three levels of digitalization of the personnel management system.

At the first level, on the surface, the use of information technology is increasing in order to increase labor productivity. Information technologies make it possible to actively respond to changes in the external environment, to structure all business processes taking into account the peculiarities of human management in the context of regional processes in the economy. At the first level, visible factors and processes, observable communication methods and fixed management technologies are monitored and optimized. It is important to constantly implement high requirements for digital technologies and take into account the possible damage from the failure of integrated digital systems, since it will be more significant compared to the management model adopted so far.

At the second level, we can consider a new economic model of business functioning, its strategic vision. Here, digital technologies are changing the entire structure of the business. HR management is not just on the path of productivity growth, but on the path of its qualitatively different vision.

The third “deep” level includes fundamental provisions. This attitude, “as” – to being in general, the perception of time and space, the general attitude to man and work, to the basic values of society, capturing not only the professional life of people – otherwise the very existence of society, civilization remains in question. It is these basic values that ensure the stability of development.