STRATEGIC SUSTAINABILITY AS A COMPETITIVE ADVANTAGE IN THE PERSONNEL DEVELOPMENT MANAGEMENT SYSTEM

Анотація

The presented work considers that the modern economic environment is characterized by high variability, increasing uncertainty and increased competitive pressure, which significantly complicates the processes of long-term planning and management of the development of organizations. Under such conditions, the key factor in ensuring competitiveness is not only the availability of material resources or technological solutions, but also the ability of the management system to adapt to changes and maintain the integrity of strategic guidelines. A special place in this context is occupied by strategic sustainability, which is increasingly considered as a fundamental competitive advantage of modern organizations. The purpose of the work is to identify the features of strategic sustainability as a competitive advantage in the enterprise personnel development management system. The main methods of work are: analysis and system methods, induction and deduction methods, logical method, generalization method, graphical method. It is proven that strategic sustainability goes beyond the traditional understanding of stability and assumes the ability of the organization not only to counteract external and internal challenges, but also to transform them into sources of development. In the personnel development management system, strategic sustainability takes on special importance, since human capital is the most sensitive to change, while remaining the main carrier of knowledge, competencies and organizational memory. It is through personnel that strategic decisions are implemented, innovative potential is formed and continuity of the organization’s development is ensured. Personnel development management in conditions of instability requires rethinking approaches to planning career paths, forming competencies and motivational mechanisms. Strategic sustainability in this dimension is manifested as the ability of the personnel management system to combine flexibility and long-term orientation, to ensure consistency between the goals of the organization and the individual needs of employees. This approach allows not only to maintain personnel potential, but also to create conditions for its qualitative renewal in accordance with strategic challenges.

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