CONCEPTUAL MODEL OF PROCESS MANAGEMENT OF PERSONNEL DEVELOPMENT IN THE IT INDUSTRY

Abstract

The article presents a conceptual model of a process approach to personnel development management (PDM) in the IT industry. The relevance of the study is driven by the sector’s rapid technological change, intense competition for talent, high employee turnover, project-based work structures, and widespread remote collaboration. These factors create a dynamic environment that requires systematic and adaptive human resource management. The research integrates systems theory, business process management (BPM), human resource management concepts, including the HR Value Chain and Standard Causal Model, and principles of conceptual modeling. Based on this theoretical foundation, the main hypothesis states that a systematic process approach to PDM, adapted to IT industry specifics, improves personnel development outcomes by reducing turnover, increasing employee engagement, and accelerating competency development. Additional hypotheses examine the effects of digital HR technologies, process flexibility, company size, and organizational culture. The proposed model consists of five interrelated components. Inputs include strategic objectives, business and project requirements, competency needs, personnel data, resources, and external factors. Core PDM processes form a continuous cycle covering talent acquisition, onboarding, learning and development, performance management, career development, motivation and retention, and offboarding. Supporting elements include HR technologies, analytics, organizational culture, leadership support, and resource provision. Expected outputs are enhanced human capital, talent pool development, organizational effectiveness, workforce stability, innovation, and business performance. Feedback mechanisms provide continuous monitoring through HR metrics, employee feedback, environmental analysis, and process improvement. The model reflects key IT industry characteristics through its cyclical design, integrated talent management processes, competency-based approach, and extensive use of digital HR solutions. Critical success factors include contextual adaptation, digital integration, a systemic view of HR processes, organizational culture alignment, and active leadership support.