STRATEGIES FOR SITUATIONAL MANAGEMENT OF HUMAN CAPITAL IN THE CONDITIONS OF GLOBALIZATION AND ECONOMIC CRISES

Abstract

The article investigates strategies for situational management of human capital in the context of globalization and economic crises. The relevance of this study is underscored by the increasing competition in international markets, rapid technological changes, and unpredictable economic fluctuations. Effective management of human resources has become a critical factor for organizational survival and development under such conditions. The purpose of the study is to analyze the impact of globalization on the requirements for employee competencies, mobility, and adaptation to new conditions, and to identify key issues faced by enterprises in human capital management during economic fluctuations. The research aims to explore existing models and approaches to situational management, comparing traditional and innovative methods, and to develop recommendations for improving personnel management. The methodology includes a comprehensive analysis of external and internal factors affecting organizational activities, taking into account cultural differences in international companies. Results indicate that traditional management approaches, characterized by centralized decision-making and long-term planning, provide stability and predictability but lack flexibility. This can lead to slow responses to market changes and increased competition. In contrast, innovative approaches, marked by decentralization and flexibility, allow companies to adapt quickly to new challenges and opportunities. The use of modern technologies, such as analytical platforms for talent management and remote work tools, enables better analysis of employee performance and informed decision-making. However, such decentralization may create short-term instability as rapid changes can disrupt existing processes and require significant efforts to maintain corporate culture. Hybrid approaches, combining elements of both traditional and innovative models, attempt to balance stability and flexibility. They allow enterprises to maintain the effectiveness of traditional management methods while integrating new technologies and practices for quicker adaptation to changes. The study concludes that situational management strategies provide greater adaptability and responsiveness compared to traditional methods. Future research should focus on the in-depth study of the impact of technological innovations on human capital management and the analysis of successful adaptation cases across various industries.