Payroll Accounting and HR Controlling as components of strategic human capital management in a digital business environment

Abstract

This article examines the role of payroll accounting and HR controlling in the strategic management of an enterprise’s human capital amid the digital transformation of the economy. It explores the specifics of integrating digital technologies, HR analytics, and controlling tools into human resource management processes. An analysis is conducted of the impact of digital technologies on the effectiveness of personnel cost management and labor productivity. The necessity of transitioning from traditional cost accounting to an intelligent HR controlling system, which enables the forecasting of HR risks and supports strategic management decisions, is substantiated. A conceptual model for integrating payroll accounting and HR controlling in a digital business environment is proposed.

Purpose. The aim of this study is to substantiate the role of labor cost accounting and HR controlling as tools for strategic human capital management in a digital business environment and to identify ways to improve the effectiveness of enterprise management based on HR analytics.

Methods. The research methods are based on the use of systemic, comparative, and structural-logical analysis, the generalization of scientific approaches, as well as elements of behavioral economics and management theory.

Results. It has been demonstrated that HR controlling serves as an effective mechanism for coordinating the processes of planning, accounting, analyzing, and controlling personnel costs. Its implementation contributes to greater transparency in the use of the payroll fund, the timely identification of deviations from planned targets, and the formulation of well-founded management decisions regarding human capital development.

The results of the analytical study showed that the use of digital HRM systems, ERP platforms, HR analytics, and artificial intelligence technologies allows for the automation of payroll accounting processes, a reduction in administrative costs, increased accuracy in personnel budgeting, and improved quality of workforce planning. It has been established that predictive analytics tools provide the greatest benefit, as they enable the forecasting of HR risks, staffing needs, and future labor costs. It is substantiated that the integration of accounting and analytical information with HR controlling tools contributes to increased labor productivity, optimized personnel costs, reduced employee turnover, and higher returns on investment in human capital. At the same time, HR analytics ensures the timely identification of trends and factors affecting staff performance and supports strategic planning for the company’s development.

Conclusions. It has been demonstrated that HR controlling provides informational and analytical support for management decisions regarding the effective utilization of human resources, the optimization of the payroll budget, and the improvement of staff performance. It has been established that the use of modern digital technologies, in particular ERP and HRM systems, HR analytics, Big Data, Workforce Analytics, and artificial intelligence, contributes to improving the accuracy of workforce planning, timely risk identification, and the quality of strategic human resource management.

The results of the analytical study demonstrated that the implementation of digital HR-controlling tools ensures increased labor productivity, higher staff engagement, reduced employee turnover, and improved return on investment in human capital. Of particular importance is the use of predictive analytics and artificial intelligence technologies, which enable a shift from reactive to proactive personnel management. A conceptual approach is proposed for integrating payroll accounting and HR controlling into a unified digital system for strategic human capital management, which ensures improved enterprise management efficiency, strengthens its competitive advantages, and enhances its adaptability to the challenges of the digital business environment.

Future research directions include the development of intelligent HR controlling models based on artificial intelligence, machine learning, and predictive analytics to enhance the effectiveness of human capital management and ensure the sustainable development of enterprises in the digital economy.