Current trends and practices of HR management in the conditions of digitalisation of the economy

The study of HR management trends and practices in the context of economic digitalisation is crucial for effective adaptive personnel management, which will enhance organisations’ competitiveness in the future. This article aimed to explore the trends and practices of HR management in enterprises under the conditions of digitalisation of the economy. The study employed methods of analysis and synthesis (analysing HR trends and practices, synthesising data on the impact of digitalisation on personnel management), systematisation and generalisation (systematising key HR management trends), abstraction (identifying general principles and approaches in personnel management), and formal logic (structuring the study and substantiating logical conclusions). The research examined technological advancements and social development dynamics that influence HR trends and transform human resource management. The growing role of HR functions was identified, and current HR trends were analysed. The findings demonstrated that organisations, under the influence of these trends, prioritise strategic directions such as hybrid work formats, work-life balance, HR process automation, employee well-being and mental health programmes, and investments in employee training and development. It has been established those digital technologies provide easy access to necessary resources and enable remote work, increasing productivity at both individual and organisational levels. The article highlighted both the positive and negative effects of digitalisation on HR management processes. For the successful integration of digital tools, the importance of meticulous planning was emphasised, considering potential threats and weaknesses to maximise opportunities and minimise risks, as well as recognising the crucial role of leadership in HR digitalisation. The practical significance of the study lies in justifying a comprehensive approach to HR practice implementation, where key factors include leadership, employee support, and readiness for continuous changes in the technological environment