STRATEGIC HR MANAGEMENT BASED ON THE IMPLEMENTATION OF THE CONCEPT OF ADAPTIVE HR STRATEGY IN THE CONDITIONS OF DIGITAL TRANSFORMATION

Vedernikov M.D., Komar T.V., Chernushkina O.O., Volianska-Savchuk L.V. STRATEGIC HR MANAGEMENT BASED ON THE IMPLEMENTATION OF THE CONCEPT OF ADAPTIVE HR STRATEGY IN THE CONDITIONS OF DIGITAL TRANSFORMATION Purpose. The aim of the article is theoretical substantiation and development of methodological recommendations for strategic HR management based on the implementation of adaptive HR strategies in the context of dynamic digital transformation of business processes. Methodology of research. A combination of general scientific and special methods was used in the research process. The theoretical research method was used to generalize the theoretical principles of strategic HR management, the concept of adaptability and digital transformation; the systemic approach was used to form aspects of the implementation of digital tools in the HR environment and to substantiate the adaptive management model based on the application of an adaptive HR strategy; the generalization method was used to systematize the methodological principles of implementing adaptive HR strategies into the strategic HR management system in the context of digital transformation. Findings. It has been found that digital transformation is gaining system-forming importance as a key factor in the effective strategic development of organizations, increasing competitiveness, stimulating innovative activity and ensuring a high level of readiness to respond to dynamic challenges of the external environment. Digital HR transformation is one of the basic drivers of the development of organizational capabilities, as it provides support for operational stability, flexibility and effectiveness of strategic HR management. It has been proven that the effectiveness of digitalization directly depends on the presence of a comprehensive digital HR strategy, which provides for systematicity, consistency and integration of transformations into the overall business model of the enterprise. It is substantiated that adaptability in the strategic HR management system ensures the organization's ability to respond in a timely and adequate manner to changes in the external environment, contributes to increasing its resilience and sustainability in the long term. The combination of digital tools with adaptive management approaches creates a synergistic effect that allows organizations not only to function effectively in conditions of uncertainty, but also to proactively shape the trajectory of their own development, ensuring long-term growth and strategic stability. Originality. Scientific provisions on the formation of a digital business environment and digital HR transformation in the strategic HR management system have been further developed. It has been proven that the concept of adaptability serves as the fundamental basis of modern HR trends. Practical value. Substantiated theoretical and methodological provisions can be implemented in the activities of enterprises to increase the effectiveness of strategic HR management by transitioning from traditional to adaptive HR management models focused on dynamism, innovation and strategic integration. Key words: strategic management, strategic HR management, digital HR transformation, digital HR strategy, adaptive HR strategy.