Transformation of the organizational and functional structure of enterprise personnel management systems in the digital economy

Abstract

In contemporary conditions, digital transformation serves as a key driver of change in organizational management. One of the most dynamic areas of this transformation is the evolution of organizational forms within enterprise personnel management systems. Traditional hierarchical models are gradually losing their effectiveness, giving way to flexible, technology-oriented structures that ensure transparency, responsiveness, and a strategic role for HR in achieving business objectives. The shift from an administrative to a strategic HR function necessitates its integration into the processes of business strategy development and implementation. Within new organizational models, the HR function performs not only supportive but also analytical, consultative, and innovative roles, contributing to the achievement of key enterprise goals–enhancing competitiveness, innovation, financial stability, and organizational resilience.