FORMATION AND DEVELOPMENT OF THE CONCEPT OF STRATEGIC DIGITAL HUMAN RESOURCE MANAGEMENT: THEORY AND PRACTICE
Abstract
The article addresses the growing relevance of strategic digital human resource management in the context of rapid technological change, global competition, and organizational transformation. The purpose of the study is to substantiate the theoretical foundations and methodological principles of transforming traditional personnel management into a strategically aligned and digitally integrated HRM system capable of ensuring sustainable competitiveness and long-term organizational development. The relevance of the topic is determined by the need to adapt HR practices to digitalization processes, data-driven decision-making, and increasing requirements for efficiency and transparency in managing human capital. The methodological framework of the research is based on a combination of general scientific and specialized methods, including historical and logical analysis to trace the evolution of HRM concepts; comparative analysis to examine international models of human resource management; system-structural analysis to determine the components of strategic alignment between HR and corporate strategy; and synthesis to develop an integrated model of strategic digital HRM. Elements of functional analysis were applied to identify the roles of HR professionals within Ulrich’s four-role model, while analytical generalization was used to structure digital HR tools and KPI-based performance indicators. The results demonstrate that the transformation from personnel administration to strategic digital HRM represents a shift in managerial paradigm, where human capital is recognized as a key strategic asset. It is determined that effective strategic alignment is achieved through the integration of HRIS, ATS, ERP systems with HR modules, LMS platforms, and KPI-based performance management into a unified digital ecosystem. Such integration ensures transparency, analytical support for decision-making, optimization of labor costs, improved productivity, and enhanced organizational flexibility. The study substantiates that digital HR technologies convert HR processes into predictive and value-oriented systems directly linked to business outcomes. The practical value of the article lies in the development of an applied framework for implementing strategic digital HRM at domestic enterprises. The proposed approach can be used to improve HR policy design, integrate digital tools into corporate governance systems, enhance performance management mechanisms, and support strategic workforce planning. The findings may serve as methodological guidance for managers and HR professionals seeking to strengthen organizational resilience and competitiveness through the effective management of human capital in a digital environment.
References
Armstrong, M. A Handbook of Human Resource Management Practice (15th ed.). London: Kogan Page. 2020.
Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. HR from the Outside In: Six Competencies for the Future of Human Resources. McGraw-Hill Education. 2016.
Schuler, R.S., Jackson, S.E. Strategic Human Resource Management. Blackwell Handbook of Human Resource Management. Oxford: Blackwell Publishers. P. 237–259. 2007.
Dumont, J., Shen, J., & Deng, X. Effects of green HRM practices on employee workplace green behavior: The role of psychological green climate and employee green values. Human Resource Management, 2017. №56(4), pp. 613–627.
Borovykov O., Khilukha O., Sochynska-Sybirtseva I., Oliinyk I., Shevchenko S. Features and trends in the development of HR management in Ukraine. Human Resources Management and Services. 2025. №7(3).
Sytnyk Yo., Zakharchyn H. HR management of enterprises under martial law, socio-cultural and technological challenges. Economics, Entrepreneurship, Management. 2024. №11(1), Р.67-79.
Taylor, F. W. The Principles of Scientific Management. New York: Harper & Brothers. 1911.
Mayo, E. The Social Problems of an Industrial Civilization. Harvard University Press. 1945.
Ulrich, D. Human Resource Champions: The Next Agenda for Adding Value and Delivering Results. Harvard Business School Press. 1997.
Boxall, P., Purcell, J. Strategy and Human Resource Management. 4th ed. London: Palgrave Macmillan. 2016.
Dowling P.J., Festing M., Engle A.D. International Human Resource Management. 7th ed. Cengage Learning. 2017.
Жосан Г., Кириченко Н. Менеджмент персоналу в умовах постпандемії та воєнного стану в Україні. Таврійський науковий вісник. Серія: Економіка, 2022. №12, С.46–51.
Мігус І. Стратегічне управління людськими ресурсами на основі цифрових технологій. Вчені записки Університету «КРОК». 2023. № 2 (70), С. 131-138
Васюткіна, Н., Андрієнко, М., Самітов, Р. Стратегічне управління людським розвитком підприємства на основі інноваційно-креативних компетенцій. Сталий розвиток економіки. 2024. №2(49), С.15-22.
Armstrong, M. (2020). A Handbook of Human Resource Management Practice (15th ed.). London: Kogan Page.
Ulrich, D., Brockbank, W., Johnson, D., Sandholtz, K., & Younger, J. (2016). HR from the Outside In: Six Competencies for the Future of Human Resources. McGraw-Hill Education.
Schuler, R.S., Jackson, S.E. (2007). Strategic Human Resource Management. Blackwell Handbook of Human Resource Management. Oxford: Blackwell Publishers. P. 237–259.
Dumont, J., Shen, J., & Deng, X. (2017). Effects of green HRM practices on employee workplace green behavior: The role of psychological green climate and employee green values. Human Resource Management, №56(4), pp. 613–627.
Borovykov O., Khilukha O., Sochynska-Sybirtseva I., Oliinyk I., Shevchenko S. (2025) Features and trends in the development of HR management in Ukraine. Human Resources Management and Services. №7(3).
Sytnyk Yo., Zakharchyn H. (2024) HR management of enterprises under martial law, socio-cultural and technological challenges. Economics, Entrepreneurship, Management. 2024. №11(1), Р.67-79.
Taylor, F. W. (1911). The Principles of Scientific Management. New York: Harper & Brothers.
Mayo, E. (1945). The Social Problems of an Industrial Civilization. Harvard University Press.
Ulrich, D. (1997). Human Resource Champions: The Next Agenda for Adding Value and Delivering Results. Harvard Business School Press.
Boxall, P., Purcell, J. (2016). Strategy and Human Resource Management. 4th ed. London: Palgrave Macmillan.
Dowling P.J., Festing M., Engle A.D. (2017). International Human Resource Management. 7th ed. Cengage Learning.
Zhosan H., Kyrychenko N. (2022). Menedzhment personalu v umovakh postpandemii ta voiennoho stanu v Ukraini [Personnel Management under Conditions of Post-Pandemic Recovery and Martial Law in Ukraine]. Tavriiskyi naukovyi visnyk. Seriia: Ekonomika [Tavrian Scientific Bulletin. Series: Economics]. №12, рр. 46–51.
Mihus I. (2023). Stratehichne upravlinnia liudskymy resursamy na osnovi tsyfrovykh tekhnolohii [Strategic Human Resource Management Based on Digital Technologies]. Vcheni zapysky Universytetu «KROK» [Scientific Notes of KROK University]. № 2(70), рр. 131-138
Vasiutkina, N., Andriienko, M., Samitov, R. (2024). Stratehichne upravlinnia liudskym rozvytkom pidpryiemstva na osnovi innovatsiino-kreatyvnykh kompetentsii [Strategic Management of Enterprise Human Development Based on Innovative and Creative Competencies]. Stalyi rozvytok ekonomiky [Sustainable Economic Development]. №2(49), рр.15-22.
Copyright (c) 2026 І.О. Ворончак, Л.Г. Квасній, О.О. Солтисік
This work is licensed under a Creative Commons Attribution 4.0 International License.
