INNOVATIVE DEVELOPMENT OF THE HUMAN RESOURCE MANAGEMENT SYSTEM AS A FACTOR OF ORGANIZATIONAL PERFORMANCE

Abstract

The article substantiates the role of the innovative development of the human resource management system as a key factor in improving organizational performance in the context of digital transformation and the knowledge-based economy. The purpose of the research is to determine the theoretical and methodological foundations and practical directions for implementing innovative HR technologies to ensure sustainable organizational development. The study uses systemic, structural-functional, comparative, and analytical methods, enabling it to identify the relationship between HR innovations and performance indicators. It has been shown that the digitalization of HR processes, the development of competency-based models, talent management systems, innovative motivation tools, and the transformation of organizational culture contribute to the growth of labor productivity, employee engagement, and enterprises' adaptability to environmental changes.

The scientific novelty of the research lies in the development of an integrated, stage-based model for implementing innovations in human resource management, which combines strategic HR planning, digital tools, change management mechanisms, and performance evaluation, considering the principles of sustainable development and European best practices. The practical significance of the results lies in their potential to inform HR strategies, improve personnel development programs, introduce HR analytics, and enhance organizational change management systems. The proposed approach enables organizations to increase the effectiveness of decision-making, reduce transaction costs, improve the quality of human capital and strengthen competitive advantages. Prospects for further research include developing quantitative indicators to assess the impact of digital HR solutions on financial and non-financial performance, as well as studying the long-term effects of innovative HR practices on organizational resilience.