Strategic approaches to human resources management in modern conditions

Inna Poznanska
Doctor of Economics, Professor, Head of Personnel Management and Labor Economics Department, Odesa National Economic University, Ukraine , e-mail: :poznan75@gmail.com, ORCID ID: https://orcid.org/0000-0001-7343-6663

Ivan Puzhansky
PhD Student, Personnel Management and Labor Economics Department, Odesa National Economic University, Ukraine , e-mail: 380936447048@ukr.net

Cite this article:

Poznanska, I., & Puzhansky, I. (2024). Strategic approaches to human resources management in modern conditions [Stratehichni pidkhody do upravlinnia liudskymy resursamy u suchanykh umovakh], Socio-economic research bulletin, Vìsnik socìal’no-ekonomìčnih doslìdžen’ (ISSN 2313-4569), Odessa National Economic University, Odessa, No. 3-4 (90-91), pp. 40-52.

Abstract

The article is devoted to the improvement of approaches to the strategic management of human resources in conditions of uncertainty. The purpose of article is the formation of a systematic approach to human resources management, which corresponds to the risk-oriented policy of enterprise’s development. Methodological basis of the research is a comprehensive approach aimed at identifying risks and increasing the effectiveness of enterprise’s development strategy by means of revealing and using the potential of human resources. The methods of observation, comparison, analysis and synthesis, and induction are used when conducting the study. The article evaluates the effectiveness of analysis methods the influence of the external and internal environment on the company’s development strategy formation. An optimization tool is proposed  the development of a differentiated personnel strategy, which results from focusing attention on the abilities of the company’s employees, the strategic role of talents and potential value of the differentiated workforce strategy. Classical and innovative approaches to crisis management are studied and implementation of risk management systems based on artificial intelligence is proposed in order ensuring the flexibility in decision-making through decentralization of management. The role of business social responsibility in the formation of anti-crisis strategy, which helps not only to preserve the team, but also to create loyalty to the brand, is substantiated. The function of personnel management in ensuring of tasks effective implementation related to balancing cooperation and competition within the framework of the coopetition strategy is determined. Methods of improving traditional approaches to the development and implementation of personnel strategy by means of modern innovative approaches are proposed: differentiation of personnel strategy, anti-crisis components in the personnel management process, development of employees’ digital skills, corporate social responsibility of business and coopetition strategy.

Keywords

human resources; strategic personnel management; crisis management; differentiated personnel management strategy; corporate social responsibility of business; motivational factors.

JEL classification: D810; L100; M120; M140; DOI:https://doi.org/10.33987/vsed.3-4(90-91).2024.40-52

UD classification: 331.101.262:368.08

This work is licensed under a Creative Commons Attribution 4.0 International License. To view a copy of this license, visit http://creativecommons.org/licenses/by/4.0/

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