AUTOMATION AND TECHNOLOGY OF HR PROCESSES IN ENTERPRISES AS A DRIVER OF MODERN DEVELOPMENT
Abstract
The article proposes a methodology for determining the degree of automation and digital technology of the company's HR processes based on the construction of a matrix, the quadrants of which are divided depending on the degree of digital technology of HR into the following levels: primary technology of HR; fragmented HR technology; mature HR technology; intelligent HR. The parameters for determining the criteria for calculating the level of automation and the coefficient of digital technology of HR processes at the enterprise are characterized according to the following processes: personnel planning and forecasting; personnel selection; personnel evaluation; personnel productivity management; analysis of works; competence management; registration of labor relations; personnel adaptation; personnel administration; employee training management; career management; maintenance of workplaces; labor regulation and labor intensity management; working time management; operational management of units and employees; personnel safety; motivational management; HR analytics; personnel cost management. Using the matrix developed in the study, we will analyze the degree of automation and digital technology of HR processes at domestic enterprises under modern conditions. It was established that the most common situation among the 65 domestic enterprises studied is the situation in which the share of automated HR processes does not exceed 25%, while the company uses several personnel systems and HR technology is fragmented. It was also determined that the processes of training, selection and motivation of personnel are a priority for the introduction of the latest technologies, while the analysis of work, management of competencies and personnel safety for the studied sample of enterprises turned out to be not significant and these processes were not subject to technological modernization at all.
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