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Transformation of the HR Management in Modern Organizations

机译：现代组织中人力资源管理转型

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In the framework of the modern management paradigm, human being is the key resource of the organization, however, with the beginning of the fourth industrial revolution in certain areas the human activity is being replaced by an artificial intelligence, which brings both threats and opportunities. On one hand, labor automatization is taking jobs away from the middle class but on the other, it provides opportunities for lucrative cooperation between humans and digital technologies in various professional spheres, including management. Due to this fact, organization's employment management is also changing - new job roles are being created and gaining popularity, new recruitment approaches are appearing, development and training methods are changing, the price of staff turnover is increasing. It is obvious that the use of artificial intelligence in people's lives are on increase, however, the question of the best combination of human creativity and data processing capabilities by artificial intelligence remains open. This article attempts to summarize the new experience in personnel management of modern organizations using digital technologies. Russia is also on the verge of changes in the economic sphere. The efficiency of the country's economics largely depends on the ability of Russian authorities and business structures to change according to the global trends. The authors focus on the practices in personnel management both in Russia and abroad. Also the article highlights position of different scientists that the development of HR analytics is complicated by the lack of analytical thinking on the part of HR specialists which leads to the negative consequences for both employees and HR specialists, and the organization as a whole. The author makes suggestion about the prospects of the artificial intelligence in personnel management in Russia, taking into account the existing restrictions for foreign software utilization, domestic software implementation according to the national specifics.
机译：在现代管理范式的框架中，人类是本组织的主要资源，然而，在某些领域的第四个工业革命的开始，人工活动被人工智能所取代，这带来了威胁和机遇。一方面，劳动自动化正在远离中产阶级的工作，但另一方面，它为各种专业领域的人类和数字技术之间有利可图的合作提供了机会，包括管理层。由于这一事实，组织的就业管理也在变化 - 新的工作角色正在创造和获得受欢迎程度，新的招聘方法出现，发展和培训方法正在发生变化，工作人员营业额的价格正在增加。很明显，人工智能在人们生活中的使用正在增加，然而，人工智能人工智能最佳组合的最佳组合的问题仍然是开放的。本文试图概述使用数字技术的现代组织人才管理的新经验。俄罗斯也在经济领域的变化。该国经济学的效率在很大程度上取决于俄罗斯当局和业务结构根据全球趋势改变的能力。作者侧重于俄罗斯和国外人员管理的实践。此外，这篇文章突出了不同科学家的立场，即人力资源专家缺乏分析思想的人力资源分析的发展是复杂的，这导致员工和人力资源专家以及整个组织的负面后果。作者提出了俄罗斯人事管理中人工智能的前景，同时考虑到了外国软件利用，根据国家细节的国家软件实施的限制。

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