Author page: Irina Suslova

Changing Elements of the Personnel Management System in the Conditions of Organizations Digital Transformation

#2. Breakthrough Betting
Changing Elements of the Personnel Management System in the Conditions of Organizations Digital Transformation

The article publishes research results of the strategic behavior of modern organizations in the field of human resources management in terms of digitalization. The study sample — 250 companies from the Forbes list in 2008. The annual reports data of organizations in the selected years was used as the main research material. Within the study framework, it is hypothesized that in conditions of digitalization substantial shifts occur in the systems of strategic HR management of organizations.

Digital Organizations: Trends and Development Prospects in the Future

#6. For the High Norm
Digital Organizations: Trends and Development Prospects in the Future

Most of the business conferences today are organized around the theme “How we realized the importance of Big Data and became the most successful in our market”. It is safe to say that since 2015, the business has been covered by a wave of so-called hype about digital technologies, and those who create these technologies have taken dominant positions in the economy structure. If we take the Fortune-100 list for the 1960s, we’ll find that about 80% of the companies on this list have ceased to exist, and one of the reasons for this is denying inevitability of digitalization.

Human Resources Management Trends

#5. Longstanding Generation
Human Resources Management Trends

The article examines the impact of digital on human resources management, and its strategic component on the basis of the positions of leading experts in recent years. The content characteristics of a new generation of employees are given that determine the context of such topical areas of HR activities as motivation, recruiting, leadership. Conclusions are made about a meaningful change in the HR management activities, author also reveals some problems and prospects for using Big Data in HR.