Conceptual model of systemic adaptive management of organizational personnel in the context of strategic changes

The paper substantiates the need to develop a conceptual model of systematic adaptive personnel management in an organization in conditions of strategic change. It is proven that the increasing dynamism of the external and internal environment necessitates a transition from fragmented and reactive personnel management to a comprehensive, strategically oriented, and proactive personnel policy. The author proposes a conceptual model based on the integration of systemic, adaptive, and process approaches, which considers personnel as a dynamic socio-economic subsystem of an organization. The model identifies four interrelated blocks: prerequisites for the formation of systemic adaptive personnel management; a cyclical management mechanism that includes assessing personnel adaptability, forming and developing adaptive characteristics, monitoring strategic changes, and adjusting adaptability requirements; criteria for personnel adaptability; a set of management types as the basis for forming adaptive management subsystems. Particular attention is paid to the justification of personnel adaptability criteria and their integration with the stages of the management cycle and types of management (HR management, competence, knowledge, innovation, change, productivity, quality, social, and risk management). It is proven that the cyclical nature of the proposed mechanism ensures the continuity of managerial influence, timely adjustment of personnel decisions in line with strategic transformations, and increased flexibility and stability of the organization. The practical value of the study lies in the possibility of using the developed model to form a proactive personnel management system, minimize personnel risks, develop human capital, and ensure the long-term competitiveness of the organization in an unstable business environment.