ADAPTIVE LABOR MARKET TRANSFORMATIONS UNDER THE INFLUENCE OF DIGITAL HR MANAGEMENT, PEOPLE-CENTERED HR STRATEGIES AND ARTIFICIAL INTELLIGENCE
Main Article Content
Abstract
Introduction. The relevance of the study is due to the fact that local and global labour markets are constantly changing, demonstrating adaptive trends to the challenges of digitalization and remote employment. The use by business entities of the capabilities of digital HR management, human-centered HR strategies and artificial intelligence in the future would allow partially to satisfy the staffing shortage and bring closer the achievement of consensus between employers and employees regarding workload, working conditions and the level of its payment, balance expectations regarding the ratio of working time and time for rest, staff involvement and loyalty and management's interest in its development and motivation.
Purpose - identifying existing and forecasting promising adaptive transformations of the domestic labour market under the influence of the active development of digital HR management, human-centered HR strategies and artificial intelligence.
Results. The characteristics of changes in the labour market, as well as the demand and supply of human resources, are established. The impact of digital human-centered HR management on changes in technologies for selection, recruitment, and adaptation of human resources during the interaction of employers and candidates for vacancies within the labour market is specified. The impact of artificial intelligence on the development of the labour market is traced, assumptions are made regarding the scaling of the digital employment segment in its architecture. The adaptation of the labour market to the influence of artificial intelligence, digitalization, and managerial human-centeredness is generalized.
Originality. Digital recruiting is proposed to be understood as a format for closing a vacancy by an employer (with or without the participation of intermediaries), where all actions on the part of the recruiter - submitting a vacancy announcement, receiving and studying resumes, communicating with candidates, evaluating, interviewing, checking documents, sending offers (employment offers with specific terms of remuneration and conditions) and even registering a future employee takes place exclusively with the help of digital information systems. The conclusion is made: if digital recruiting develops into further permanent work of the employee online - this is a transition of the labour relations mechanism to the digital employment model, which is one of the signs of the transformation of the socio-economic system to the framework of Society 5.0.
The characteristics of changes in the labour market, as well as the demand and supply of human resources, are established, such as: the transition from an economic model of asset ownership to a knowledge economy, the priority of which is the presence of intellectual capital or the ability to use it, diversification of skills and multi-vector needs, characterized by an increase in demand for highly qualified specialists in narrow fields and at the same time for workers in working professions; updating the professional structure of the market due to the disappearance of classic positions and the emergence of new professions; demographic, age and gender transformations of the workforce structure. The impact of artificial intelligence on the development of the labour market is traced, which consists in the use of AI algorithms to assess a candidate for a position, diagnose his skills, predict his success in the workplace and suitability for a role in a team, as well as in the individualization of learning trajectories, career growth, and the establishment of multilateral communication through the use of adaptive AI platforms for the implementation of digital HRM mechanisms by employers.
Conclusion. As of the beginning of 2026, the labour market is witnessing a transition to continuous training of employees and candidates for vacant positions within the mastered profession, encouragement to constantly update professional skills, changing several professions throughout life, retraining personnel to work effectively in the digital space, establishing requirements for the level of digital literacy within individual professions and positions, as well as expanding the boundaries of hybrid and mixed employment by combining a workplace in the office and a "home office" or co-working, with the employer's focus on the result, rather than on controlling the process of achieving it.
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