Trajectories of Digitalization of the HR Service as a Socio-Economic Inhibitor of the Organization's Development

Abstract

The purpose of this study is to identify and essentially characterize the dominant trends in the use of digital technologies as a means of accelerating the development of an organization not only through the digital transformation of the functioning of business units, production substructures, but, in particular, through the digitalization of personnel management services. To achieve this goal, the following tasks were formulated and performed. This is, firstly, a meta-analysis of theoretical and empirical studies, scientific and practical works, which examines the processes of digitalization, the impact of digitalization on the socio-economic efficiency of organizations. Secondly, an analysis of the benefits, costs, and boundaries of the effectiveness of introducing digital transformation into the work of HR departments. Thirdly, the construction of hypothetical trajectories for the deployment of digital transformation of personnel services for companies of various business levels. The results of the work were the revealed underestimation of the benefits of both a utilitarian economic and a socio-humanitarian nature, resulting from the digitalization of HR departments, often characteristic of the heads of organizations. Options for overcoming such barriers are shown as a generalization of practical experience presented in a number of publications. The results of the study allow us to state that the digital transformation of the company's HR service provides a relatively rapid increase in efficiency in almost all key HR processes, which directly affects the growth of the organization's performance as a whole. An independent result of the study was the expedient trajectories for deploying the digital transformation of the HR service, depending on the economic characteristics of the company. The scientific novelty of the study is the proposed and theoretically substantiated level approach to designing trajectories of digitalization of the personnel service, where the level of depth of digital transformation depends on the scale of the company's business, on its size, on the complexity of its structure and the degree of hierarchy of functioning. The practical significance of the work was made up of recommendations on the deployment of optimal trajectories as a sequence of actions aimed at the digital transformation of the HR service, as well as the specification of the socio-economic benefits generated in the organization due to the digitalization of the personnel service.