Development Trends and Tools of Integrated Information Systems of Human Capital Management under Conditions of Import Substitution[Тенденции Развития И Применения Инструментария Комплексных Информационных Систем Управления Человеческим Капиталом В Условиях Импортозамещения]

Under modern conditions, successful business functioning and development are determined not only by effective management of internal business processes and creating harmonious relationships with competitive external environment, but also by re-interpreting the value of the key corporate asset, that is, human capital. For quite a long time, the HR management contour in the system of interaction between employer and employee has been considered only from the point of view of accounting and settlement operations. They were the ones that were automated in traditional HR accounting and payroll information systems. However, at the present stage, the number and content direction of HR processes have significantly expanded and talent management, training, development and motivation of personnel have become a priority. In this regard, automated accounting of only quantitative indicators is insufficient for effective human capital management. HR automation systems are gradually replaced by comprehensive HR-tex solutions that automate all HR processes and refer to all sections of the HR cycle. The purpose of the study is to consider the evolution of HRM systems and their compliance with modern HR processes, and to analyze the state of domestic software market for their automation. The analysis showed that Russian market is currently experiencing an urgent need for integrated automation tools that provide functional coverage of all human capital management processes. It is fragmented and characterized by a fairly high level of maturity of accounting and settlement contour software products along with the patchwork nature of IT solutions that automate the quality indicators of HR processes. In this regard, the conducted research on the development of HRM systems, taking into account technological trends and business needs for integrated solutions, allowed systematizing information in the form of a model of a complex, integrated system, and formulating requirements for it. It was established that integrated HRM system has a modular character and it is advisable to form a set of customized functions to manage the development of human capital potential based on the needs of a particular business. The highlighted areas of HRM systems development can be used in elaborating of import-independent software products of this class, as well as by enterprises when choosing tools for automating HR processes.