Theoretical foundations of balanced digital transformation of enterprise personnel management systems under Industry 5.0
Abstract
The purpose of the study is to provide a theoretical substantiation of balanced digital transformation of enterprise personnel management systems under Industry 5.0 and to systematize the interconnected components through which technological, personnel, social and organizational, information and analytical, economic, and adaptive and innovative changes should be coordinated. The object of the study is the process of digital transformation of an enterprise personnel management system. It is substantiated that the spread of digital platforms, HR analytics, automated services, and artificial intelligence-based technologies does not by itself confirm a qualitative transformation of personnel management. The decisive factor is the consistency between technological capabilities and employee competences, organizational readiness, the quality of personnel information, economic feasibility, and the ability of the system to adjust to changing conditions. Balanced digital transformation is proposed to be understood as a sequential qualitative change in the relationships among personnel processes, data, competences, managerial actions, and enterprise objectives, in which accelerated progress in one component does not generate a critical lag in the others. The fundamental distinction between digitizing individual HR procedures and digital transformation as a change in the organization of work with personnel is explained. Six interconnected components of balanced transformation are systematized, and typical disproportions are identified when technological renewal outpaces competence development, information saturation is not supported by analytical capacity, or automation is not combined with a human-centred orientation. A sequence of managerial response is proposed, including diagnosis of the initial state, identification of the largest structural gap, coordinated correction of related components, personnel development, assessment of consequences, and consolidation of the achieved result.