ASSESSMENT OF HUMAN RESOURCE POTENTIAL AND DETERMINATION OF PERSONNEL DEVELOPMENT NEEDS IN THE CONDITIONS OF DIGITAL TRANSFORMATION

Abstract

The article examines the theoretical and practical aspects of assessing human resource potential and determining personnel development needs in the context of digital transformation of modern organizations. Emphasis is placed on the importance of adapting human resource management systems to the new challenges of the digital age, which requires employees to acquire comprehensive digital and analytical competencies, as well as flexibility and the ability to continuously learn. Key approaches to assessing human resource potential are analyzed, including certification, competency analysis, 360-degree feedback, and psychodiagnostic methods, and their advantages and limitations in modern conditions are emphasized. An analytical review of the most necessary competencies of the future is conducted, including digital literacy, critical thinking, big data skills, and effective communication in a digital environment. A methodology for identifying “gaps” in personnel skills based on an analysis of the gap between current and desired competencies is determined, which is the basis for developing individualized development plans. Particular attention is paid to the use of modern digital platforms for training, mobile applications and virtual reality, which contribute to the formation of adaptive and effective training programs. The role of motivation, coaching and mentoring in the process of personnel development is also considered. The article contains practical recommendations for the implementation of integrated assessment and training systems that ensure the competitiveness of organizations in the digital era. In general, the work is a comprehensive study of current challenges and strategies for managing human resources in conditions of rapid technological change. Digital transformation is one of the most fundamental changes taking place in today's business environment. It is changing business models, organizational structures, and employee roles and competencies. In this context, assessing human resource potential and identifying personnel development needs are becoming critical tasks for ensuring the competitiveness of organizations. The results of the study may be useful for HR specialists, personnel management managers, as well as scientists and practitioners interested in the development of human capital in new economic realities.