HR MANAGEMENT IN THE CONTEXT OF THE COVID-2019 PANDEMIC: NEW CHALLENGES AND OPPORTUNITIES

Abstract

The article describes the current trends that will be characteristic of changes in HR in the near future. Features of management 3.0 as a complex adaptive system, which does not have a single and clear structure, are identified. Research and surveys show that the main obstacles to the adoption of flexible methods of software development (SOFTWARE) are traditional methods of change management, organizational culture, insufficient support from management, low level of staff training, and external pressure. Agile methodologies in personnel management are considered and it is found that the work of HR is not only to implement standards and monitor their implementation, but rather to make it easier for employees to solve problems and increase organizational flexibility. The great need now is the psychological support of employees. This is obvious, because even if we consciously understand what is happening in the world and in the market, our brain and body are stressed by the fact that the air constantly sounds information about threats (the spread of COVID-19, job losses associated with a pandemic, etc.), our routine has changed radically, work-life-balance has turned into work-life integration and we do not know how long it will last and what our style of work and life will look like in the future. Corporate psychologist, mindfulness coach, mental health consultant and other Groley specialists, who in crisis situations should play a key role in HRM in organizations that care about their employees and look long-term at business efficiency. Practice shows that for any enterprise, regardless of the form of management, size, direction of economic activity, personnel management is extremely important. No company will achieve the set goals without proper selection, placement of professionally trained human resources. This is a defining fact in the personnel management system. The study concludes that the HR function under the influence of digital and information technologies is evolving and becoming more intuitive, influencing the development of new roles, and to create a company that can be effective in the digital flow of change, you need to implement a human-centered approach to personnel management.