Digital HR ecosystem under martial law and post-war recovery of Ukraine

Анотація

Introduction. The article examines the impact of digitalization on the transformation of human resource management systems under conditions of martial law and post-war recovery in Ukraine. The relevance of the study is driven by the need to ensure the resilience, adaptability, and competitiveness of organizations operating in an environment characterized by high uncertainty and systemic challenges in HR management. The research substantiates that the effective integration of digital technologies, HR analytics, and proactive risk management constitutes a key prerequisite for the restoration of the country’s human capital. Particular attention is paid to the conceptual differentiation between E-HRM (operational automation of HR processes) and Digital HRM (a strategic layer integrating analytics, artificial intelligence, Big Data, and cybersecurity). Digital HRM is interpreted as a foundation for organizational resilience, institutional flexibility, and the alignment of HR practices with European integration requirements. Purpose. The purpose of the study is to identify strategic directions for the development of digital human resource management (Digital HRM) under conditions of martial law and post-war recovery, as well as to develop an original model of a digital HR ecosystem. Particular attention is given to the visualization of the interconnections between its levels, ensuring the systemic integrity and reproducibility of the proposed concept. Methods (Methodology). The study employs a systemic approach, methods of content analysis, structural-logical modeling, induction, and generalization. The theoretical and methodological foundation is formed by contemporary scientific works published in leading international and Ukrainian journals indexed in Scopus and Web of Science. The research has an exploratory-conceptual nature and represents the initial stage in the development of an integrated Digital HRM system, requiring further in-depth empirical validation. Results. A six-level integrated model of a digital HR ecosystem (strategic, analytical, operational, educational, socio-psychological, and security-ethical levels) is proposed, combining technological, analytical, educational, social, and ethical instruments. The model does not replicate existing frameworks but offers their reinterpretation through the prism of post-crisis resilience, European integration challenges, and the development of Resilient HRM—management oriented toward stability under crisis conditions. The methodological reliability of the questionnaire scales applied in the pilot case study is confirmed by Cronbach’s alpha (α) and the KMO measure, calculated in the R environment (v.4.3.1). Practical implications. The proposed model can be applied in the development of corporate strategies, enhancement of digital HR competencies, adaptation to international standards (including GDPR), and the creation of a resilient human capital management infrastructure under conditions of martial law and post-war recovery.

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