ANALYSIS OF THE IMPACT OF DIGITALISATION ON HUMAN RESOURCE MANAGEMENT PROCESSES IN ENTERPRISES

Анотація

In recent years, digitalisation has had an increasingly significant impact on businesses, most
notably in the area of human resource management. Processes that were previously performed
exclusively by hand are now being digitised. Recruitment, training, evaluation, and even the
onboarding of new employees are gradually being transformed, becoming more streamlined and
faster. Numerous international reviews emphasise that such changes enhance the competitiveness of
companies, especially in countries whose economies have experienced severe shocks and require
revitalisation [3].
In modern scientific literature, human resources are interpreted as a system that encompasses
the planning of employee needs, professional development, performance evaluation, and motivation
maintenance. In the digital environment, this system is undergoing substantial transformations driven
by the introduction of information and communication technologies, cloud services, HRM systems,
predictive analytics tools, and web platforms that improve the efficiency of HR processes and
optimise managerial decision-making.
An analysis of the current state of HR digitalisation based on official statistics from the State
Statistics Service indicates that the level of use of information and communication technologies (ICT)
in human resource management remains uneven and is declining in certain areas. The share of
enterprises that employ ICT specialists has decreased from 22,3% in 2018 to 17,7% in 2023,
signalling a reduction in the human resource capacity of businesses to support digital transformation
[1]. The use of cloud services has remained relatively stable at 9,8–10,3%, mainly for email, office
software, file storage, and database hosting, whereas the implementation of specialised HRM
solutions remains limited. For example, in 2022, only 5,9% of enterprises used ERP systems, 3,0%
used CRM systems, and the adoption of LMS solutions is reflected only indirectly in the statistics.
External comparative data reveal similar trends. Small and medium-sized enterprises dominate
the Ukrainian business landscape, yet their level of digitalisation lags considerably behind that of
large enterprises. Only 30% of small businesses and 47% of medium-sized enterprises have a website,
compared to 70% among large enterprises. Online processes, such as digital recruiting and ecommerce, remain underdeveloped for SMEs; according to official data, only 4,2% of small
enterprises engage in online sales [3]. Despite this, government initiatives – including the
development of the Diia app and the digitalisation of administrative services – are expanding
opportunities for the digital transformation of HR processes.
Digital technologies have a profound impact on HR functions. Global estimates indicate that
the use of applicant tracking systems (ATS) and algorithmic pre-selection significantly reduces
recruitment duration. Time-to-hire can decrease by 50–60%, and up to 75% of resumes are processed
automatically without direct recruiter involvement [2]. Companies using ATS report lower cost-perhire, more accurate initial screening, and more predictable recruitment outcomes. Thus, the
digitalisation of recruitment entails a transition from manual processing to algorithm-driven
workflows, where analytics and automation play a central role.