Automation of HR Processes in Modern Staff Management Under the Development of Flexible Work Arrangements

Анотація

The article summarizes scientific approaches to the automation of HR processes in modern staff management and substantiates its economic and organizational content in the context of the development of flexible forms of labor organization. The empirical basis of the study is domestic and foreign works, which highlight the digitalization of the HR function, HRM systems, HR analytics, Smart HR 4.0, HR engineering, recruitment automation and the features of labor management in remote and hybrid formats. The methodological basis is analysis and synthesis, content analysis, structural-functional, comparative and process approaches. It is proved that the automation of HR processes should be interpreted not as a simple transfer of personnel procedures to the digital environment, but as a tool for systemic redesign of personnel cycles, data flows, participant roles and control loops, which ensures a reduction in administrative costs, acceleration of personnel decisions, improvement of the quality of HR analytics and support for flexible work modes. According to the results of the author's generalization, four research clusters were identified: digitalization of HR processes; HRM systems and the economic effectiveness of their application; strategic digital transformation of HR functions; HR automation in remote and hybrid work. It is substantiated that automation has the greatest effect in the processes of recruitment, adaptation, personnel administration, performance evaluation, training, internal communications and working time management. The scientific novelty lies in clarifying the content of HR process automation as an economic and managerial tool for ensuring flexible forms of labor organization, as well as in the systematization of its direct and indirect effects and the development of a system of performance evaluation indicators. The practical significance of the results lies in the possibility of their use during the audit of HR processes, the selection of HRM systems, the substantiation of investments in digital HR solutions, the implementation of self-service services and the construction of a system for monitoring the efficiency of staff management.

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