HR DIGITALIZATION AND FORMATION OF PERSONNEL META-COMPETENCIES AS FACTORS OF ANTI-CRISIS ADAPTABILITY OF ENTERPRISES

Abstract

The aim of the article is to highlight the role of HR digitalization and the formation of personnel meta-competences in ensuring the adaptability of enterprises to crisis changes, taking into account Ukrainian realities and examples from other countries. The paper uses analytical, comparative and systemic approaches to studying changes in personnel management in connection with digital transformations. The first task analyzes the state of HR digitalization in Ukraine. It is noted that the introduction of digital technologies into the sphere of personnel management has become a response to the growing instability of the external environment. According to research, the use of HR analytics, automated recruiting and AI-based tools increases the adaptability of enterprises, especially in the IT industry. It has been established that in conditions of high turbulence, digital HR solutions contribute to the acceleration of management processes, strengthening communications and more efficient response to changes. The second task examines meta-competences as a factor in personnel adaptability. Key skills such as flexibility of thinking, ability to self-organize, analytical skills, ability to work in conditions of uncertainty are highlighted. It is concluded that the formation of such competencies is possible through the creation of an internal educational environment, mentoring, simulation programs and support for a culture of continuous improvement. As part of the third task, a comparison of Ukrainian experience with the practices of other countries was carried out. It is shown that in developed economies, programs to support the development of meta-competences, combined with the digital transformation of HR systems, are actively implemented. Ukraine, despite the war and economic challenges, also demonstrates progress in this direction through the implementation of projects to digitize management processes and the development of new approaches to training personnel. HR digitization and the development of meta-competences of employees complement each other and are an important prerequisite for the formation of anti-crisis adaptability of enterprises. Their integration creates the basis for effective response to challenges, ensures managerial flexibility and helps maintain organizational stability.