HUMAN RESOURCE MANAGEMENT IN THE CONTEXT OF GLOBAL INSTABILITY: CHALLENGES AND ADAPTATION STRATEGIES

Abstract

The article examines the problems and modern approaches to managing the human resources potential of enterprises in conditions of global instability, which encompasses economic, social, political, and technological risks. It is shown that traditional personnel management systems no longer ensure organizational stability and competitiveness, and that human resources have become a key asset determining an enterprise’s capacity for innovation, rapid adaptation, and strategic development. Special attention is given to the analysis of contemporary personnel management concepts, including systemic, innovative, structural, crisis-management approaches, and the concept of sustainable development. The study identifies the main components of human resources potential, including professional, intellectual, communicative, motivational, and psychological characteristics of employees that ensure the achievement of the organization’s strategic goals. It is demonstrated that effective personnel management requires the integration of HR processes with the enterprise’s strategic plans, the use of modern technologies, digital platforms, analytics, and individualized training methods. In conditions of instability, particular importance is given to maintaining employees’ psychological resilience, reducing personnel risks, retaining qualified staff, and ensuring organizational flexibility. Modern trends in personnel management are also highlighted, including comprehensive management of all categories of employees, attention to physical and mental well-being, data-based decision-making, continuous skill development, hybrid work models combining remote and on-site work, and the formation of corporate culture as a foundation for competitive advantage. The study shows that the use of modern technologies, e-learning platforms, personnel analytics, gamification, and motivational tools optimizes management processes, increases work efficiency, and fosters human resources development. The article concludes that a modern human resources management system must be based on strategic, systemic, and adaptive principles, integrated into overall enterprise development, and consider the need for sustainable development, innovation, and social responsibility. An adaptive HR policy aimed at developing key competencies, psychological resilience, motivation, and employee well-being is a crucial factor in maintaining the competitiveness of enterprises in an unstable global environment.