Anthropocentric transformations of HR management in anti-crisis strategies of enterprise management under the influence of labor migration and digitalization of the labor market

Анотація

The article substantiates the theoretical and methodological principles and develops practical recommendations for the anthropocentric transformation of HR management as a formative element of anti-crisis strategies of Ukrainian enterprises. The current state of the domestic labor market is studied, which as of the beginning of 2026 is characterized by a deepening personnel shortage caused by intensive labor migration, demographic crisis and digitalization of social and labor processes. It is revealed that digital transformation creates additional challenges for Ukrainian employers due to the outflow of highly qualified talents to foreign companies in the format of remote employment. It is proved that in conditions of martial law, strategic management of the enterprise is inextricably linked with anti-crisis management, where the priority vector becomes a human-centered approach. The essence of the anti-crisis strategy is substantiated as a structured plan of preventive measures aimed at stabilizing the business and preserving its intellectual capital. Based on the results of a survey of 30 employees of enterprises in the Cherkasy region, it was found that existing HR policies often ignore the principles of equality, inclusiveness and psychological support, which leads to a decrease in staff loyalty. An author’s approach to the anthropocentric transformation of the enterprise’s HRM system is proposed, which allows for the formation of a win-win strategy for interaction between management and staff through: integration of DEI principles into personnel policy, elimination of age and gender discrimination, development of communication between managers and subordinates, anti-crisis motivational policies, expansion of the role of employees in the formation of strategic business guidelines, digitalization of HRM processes with an anthropocentric focus, management of training and development and active professional interaction of different generations of employees. It is determined that personnel resilience should become a strategic guideline that allows enterprises to compensate for the lack of external resources by developing the internal potential of employees. The conclusion is formulated that the transition from reactive to proactive human-centered management is a necessary condition for ensuring long-term sustainability and sustainable development of business entities in the context of increased labor migration and digitalization of labor market segments.

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