PERSONNEL AND HUMAN CAPITAL MANAGEMENT AS THE BASIS OF STRATEGIC SUSTAINABILITY AND BUSINESS EFFICIENCY

Анотація

The article examines personnel and human capital management as a determining factor in the formation of strategic sustainability and long-term business effectiveness in conditions of uncertainty, digital transformation and increased global competition. The purpose of the presented work is to substantiate the theoretical and methodological principles of personnel and human capital management as a key factor in ensuring strategic sustainability and long-term business effectiveness in conditions of transformational changes. The main methods presented in the work are: methods of analysis and synthesis, methods of induction and deduction, logical method, generalization method, comparison method, tabular method.It is substantiated that modern enterprises need to transition from an administrative-personnel model to a strategically integrated human resources managementsystem focused on the development of competencies, innovative potential and organizational culture.It is determined that the strategic sustainability of an enterprise is formed through the coordination of HR strategy with the overall business strategy, the implementation of a performance management system, the development of leadership potential and the formation of an adaptive work environment. It is proven that effective human capital management contributes to increased productivity, reduced staff turnover, enhanced corporate responsibility and increased competitiveness. Particular attention is paid to the role of digital HR tools, data analytics and modern approaches to assessing competencies in ensuring the transparency of management decisions. The integration of the principles of continuous learning, flexible forms of work organization and partnership relations between the employer and employee creates the basis for the formation of a sustainable business model. Methodological approaches to assessing the effectiveness of human capital management are summarized and directions for improving the personnel management system are proposed, taking into account modern socio-economic challenges.

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