MANAGEMENT OF THE PERSONNEL ADAPTATION SYSTEM AT ENTERPRISES USING INFORMATION TECHNOLOGIES
DOI:
https://doi.org/10.35433/ISSN2410-3748-2026-1(38)-10Keywords:
personnel adaptation, information technologies, HRM-system, digital onboarding, HR analytics, personnel management, competitive advantage, management model, motivation, labor marketAbstract
The article examines the theoretical foundations and applied aspects of managing the personnel adaptation system at enterprises in the context of the intensive digital transformation of economic processes. The essence and content of personnel adaptation as a multidimensional managerial process are defined, and its structural components – professional, psychosocial, organizational, and corporate – are identified and systematized. The key factors of the external and internal environment that determine the speed and quality of onboarding new employees are characterized.
A comparative analysis of traditional and digital approaches to managing adaptation is conducted, which makes it possible to state the advantages of information and technological solutions in terms of efficiency, personalization, and scalability of adaptation processes. Particular attention is paid to the functional capabilities of modern HR technology platforms, including HRM systems, digital onboarding tools, and analytical modules based on artificial intelligence.
A structural and functional model of managing the personnel adaptation system with information and technological support is substantiated, integrating the stages of planning, implementation, monitoring, and evaluation of adaptation effectiveness. Empirical data indicate that enterprises with a well-developed digital adaptation infrastructure significantly reduce the time required for a new employee to reach the target level of performance and improve staff retention rates.
The role of a data-driven approach in shaping adaptive HR strategies is emphasized: analytical processing of adaptation metrics enables management to timely adjust both individual adaptation trajectories and the overall onboarding program. The role of motivational incentives as a system-forming element of the onboarding program is substantiated, as their integration facilitates the integration of a new employee into the work rhythm and fosters readiness for long-term productive cooperation with the organization.
It is concluded that the effective integration of information technologies into management not only enhances operational efficiency but also strengthens the employer brand and creates a sustainable competitive advantage in the labor market.
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