Regulatory potential of adaptive human resource strategies in ensuring innovative employment under economic digitalization

Abstract

The article substantiates the conceptual foundations for the formation and realization of the regulatory potential of adaptive personnel strategies as a tool for ensuring innovative employment in the context of economic digitalization. The essence of digitalization and its impact on labor and the employment sphere are substantiated. It is revealed that under the influence of accelerated technological development, classical models of stationary workplaces are being actively displaced by newest forms of employment, including remote work, platform (gig) employment, freelancing, and crowdworking. It is established that digitalization transforms labor into a creative and intellectual activity, where the primary value is generated by the ability for analysis, critical thinking, and making non-standard decisions in a digital environment, which necessitates the development of flexible strategic management tools. The causes of personnel risks arising under digital challenges and the possibilities of overcoming them through personnel strategies are determined.
A comparative analysis of traditional and adaptive personnel strategies was carried out based on the parameters of the nature of response, management objects, educational models, and strategic priorities. The essence of adaptive personnel strategies and the expediency of their implementation are substantiated. It is determined that existing approaches to employment regulation often remain inert; therefore, the strategic vector in personnel policy must reorient toward the implementation of adaptive models capable of neutralizing threats to personnel security at their nascent stage.
A multi-level architecture of adaptive personnel strategies is proposed, which provides for the consolidation of efforts by the state (institutional support), regional universities, and industry associations (educational synchronization), and enterprises themselves (operational adaptability and anthropocentrism). At the same time, a key role is assigned to eliminating qualification mismatches through continuous professional training and the development of digital competencies of personnel. It is determined that the realization of the regulatory potential of adaptive personnel strategies allows transforming digitalization from a spontaneous challenge into a managed resource for increasing labor productivity and capitalizing on the intellectual achievements of employees. This will ensure the stability of the national labor market and become a decisive factor in the post-war recovery of Ukraine based on the preservation of intellectual potential and the development of innovative employment within a single economic space.