FORMATION OF A MODERN PERSONNEL MANAGEMENT ECOSYSTEM: SOCIAL CHALLENGES, COMMUNICATION TRENDS, INNOVATIVE APPROACHES

Abstract

The article deals with the issues of formation of an organization's HR management ecosystem. The concepts of ecosystem, goals, objectives and key elements of the system are studied. It is substantiated that the modern ecosystem of HR management of an organization involves the formation of an organization's development strategy, HR strategy, which contains the values of the organization; enables the development of corporate culture and positioning of each employee in relation to the development of the organization; includes social responsibility, managerial and communication unity; innovative approaches to the selection of methods of training and development of personnel; new reward systems; advantages of involving different generations in cooperation: expanding the scope of the traditional «working age». It is established that the formation and development of a modern organization's HR management ecosystem is influenced by globalization and geopolitical aspects, demographic factors, staff migration and the struggle for the best candidates, the level of technology development, communication problems, the COVID-19 pandemic, and, given the Ukrainian realities, military actions. The author analyzes the trends in HR management, among which are the following: active use of artificial intelligence; development of electronic offices and electronic portfolios; introduction of blended learning and gamification methods in the management and advanced training of personnel; identification of talents and their effective use. The new management paradigm should take into account current trends in management technologies and form a system of staff motivation. This approach allows us to consider modern HR management technologies according to the main sub-functions. These include: strategic workforce planning; search and selection of personnel; training and development of personnel; performance management of personnel; motivation of personnel through recognition and rewards; career development of personnel, motivation for leadership. It is noted that the social responsibility of an organization in the field of career development and professional development of employees involves the following steps: in accordance with the corporate strategy, to determine the necessary plans for the training needs of staff; equal opportunities for all categories of staff in terms of training and professional development; formation of relevant methods and forms of staff development; identification of particularly promising employees, and development of individual development and career growth programs. Today, the concept of corporate social responsibility is gradually being developed and implemented in the corporate governance systems of leading Ukrainian organizations.