Kurepin Viacheslav, Candidate of Economic Sciences, Associate Professor of the Department of Vocational Training Methodology Mykolaiv National Agrarian University, Mykolaiv, Ukraine

ORCID ID: 0000-0003-4383-6177
e-mail: kypins@ukr.net

Dmytro Marchenko, Candidate of Technical Sciences, Associate Professor of the Department of Tractors and Agricultural Machinery, Operation and Technical Service Mykolaiv National Agrarian University, Mykolaiv, Ukraine

ORCID ID: 0000-0002-0808-2923
e-mail: marchenkodd@mnau.edu.ua

Adaptation of Young Specialist Managers in the Context of Digitalization of Human Resources Policy of Business Entities

Abstract. Introduction. Young specialists adapt to the initial stage of their professional activity through constant improvement based on the innovative technologies used by business entities. Adaptation is considered within the framework of the value-professional approach as a personnel technology that ensures the improvement of the personnel potential of the business entity. This article applies an institutional approach to assess the effectiveness of adaptation technology for young specialists. The structural-functional method revealed the possibility of adapting as an independent personnel technology within digitalization processes.

Purpose. The purpose of the study is to reveal the potential of digital technologies in the practice of adapting young specialists in conditions of «human resource shortage».

Results. This article reveals the potential of digitally adapting young specialists in educational institutions, provides a classification of existing adaptation technologies, and assesses their potential in implementing personnel policy. It substantiates the potential of specialist adaptation technologies applied in educational institutions in the real sector of the economy, where HR policy directions are traditionally limited by the employer.
From an institutional perspective, human resource management involves the professionalization of institutional personnel policy planning and implementation in market conditions to achieve activity goals and effectively utilize resource potential. Human resources become a source of organizational competitiveness in its relationships with competitors and consumers of its services. In the context of the digitalization of management processes, HR technologies are employed, taking into account the priorities of human resource management, thereby ensuring the sustainability of economic entities.

Conclusions. Using digital technologies to adapt young specialists requires a systematic rethinking of content and targeted personnel policy. The identified problems are caused by organizational and legal factors in the planning and implementation of personnel policy. Digital technologies can be used to solve pressing problems in the adaptation of young specialists.

Keywords: HR policy, adaptation technology, digitalization, young professionals, educational institution.

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