Human resource management architectures under martial law: recruitment, digitalization and European integration

Abstract

The purpose of the article is to substantiate the theoretical and methodological foundations and develop practical recommendations for transforming the human resource governance architecture of domestic enterprises under the destructive impact of military actions and the need to comply with European integration requirements. The following methods were used in the research process: systemic and structural analysis was applied to study the current state of the labor market and destabilizing factors affecting personnel; comparative analysis was used to contrast traditional social responsibility models with modern parameters of non-financial reporting; the statistical method was employed to evaluate the dynamics of personnel changes and the intensity of online training; the logical generalization method allowed for formulating the stages of introducing paperless workflow and strategic vectors for ensuring organizational resilience. According to the research results, the specifics of adapting organizational structures to conditions of profound uncertainty have been examined. The features of diversifying talent acquisition sources have been identified, particularly through interaction with defense sector platforms and the active utilization of the potential of internally displaced persons and the professional diaspora. A step-by-step algorithm for the transition of enterprises to electronic document workflow, based on conducting a comprehensive audit, regulating processes, legitimizing communications, and technical integration, has been systematized. The effectiveness of automating personnel procedures based on ERP systems for implementing the concept of data-driven governance has been proven. Key differences between traditional corporate philanthropic initiatives and quantifiable environmental, social, and governance criteria have been highlighted. The priority of building an inclusive environment, environmental administration, and psychosocial support for employees within the context of meeting European legislation requirements has been determined. In the conclusions of the study, it is proven that forming an adaptive and human-centric governance architecture is a critical factor in preserving the country's human capital. The necessity of integrating specialized metrics into corporate strategic goals to increase investment attractiveness has been substantiated. Suggestions for mitigating the social and psychological barriers of remote work by building sustainable hybrid models of labor organization have been formulated. The importance of developing effective programs for the corporate reintegration of demobilized veterans, which is a prerequisite for successful post-war recovery, has been emphasized.