The role of human resource management technologies in the enterprise anti-crisis management system
Authors: Kozak Kateryna , Korsikova Natalya , Morschavka Anna , Shylenko Iryna , Derevyanko Oleksandra 
Published: November 2023

In the current conditions of a permanent crisis, which affects practically all aspects of the activities of any economic entity, the social factor plays an increasingly significant role both as a development factor and as a lever of influence on crisis development. The growing contradictions in the social component of the activities of economic entities at any level require the application of new technological solutions in personnel management. The research aims to identify the features and expediency of modern human resource management tools in crisis management. Emphasis is placed on the fundamental principles of implementing crisis measures related to personnel management to enhance their effectiveness. The paper provides a characterization of the features of the modern world that determine the permanence of crisis phenomena. The critical change in the management system under such conditions is associated with personnel becoming more critical to business processes, making attention to personnel a crucial requirement for any organization. A general vector is formulated within which the system of practical human resource management tools in crisis management should be formed. This orientation towards forming common values involves considering participants' perspectives and points of view in joint work and understanding the main socio-biologically conditioned motivators/demotivators that govern human behavior: confidence, coaching support, liveliness, and flexibility. The implementation of these directions requires the application of effective human resource management technologies. The formation of non-standard approaches and HR technologies becomes a competitive competence of the enterprise in combating crisis phenomena. The article highlights a series of traditional directions in crisis management related to influencing the company's personnel that have not lost their relevance: optimization of quantitative and qualitative staff composition, improvement of personnel supply, timely updating of personnel by the company's needs, raising the level of employee qualification; optimization of personnel costs; improvement of the atmosphere in the team, creating favorable conditions for work; raising the company's image for candidates and clients, etc. One of the priority tools of crisis management, especially in acute crisis periods, is staff reduction. Implementing this measure requires the simultaneous application of technologies to overcome resistance to organizational changes. The article discusses the main methods and principles of implementing relevant measures to increase their effectiveness. Digital technologies can play a significant role in human resource management. The paper discusses the characteristics, advantages, and foundations of the influence of well-known digital tools from their participation in crisis management: communication tools, social networks, artificial intelligence, machine learning, and extensive data analysis. They allow for the improvement of the efficiency of most HR processes: recruitment and hiring, personnel adaptation, corporate culture management, talent search and acquisition, employer brand formation and development, HR analytics, planning, forecasting, development of personnel strategy and policies, employee development, training, and adaptation, as well as workforce experience management. Considering the objective necessity in crisis conditions to change both the numerical and professional-qualitative composition of personnel and to enhance the efficiency of this process, the use of human resource management tools such as outsourcing and outstaffing is proposed. It is emphasized that despite all the advantages of these services in personnel management, outsourcing, outstaffing, and similar agreements in personnel management as a tool for crisis management, it is not possible at the stages of insolvency resolution and solvency restoration. It is a long-term strategy aimed at increasing profitability and competitiveness and a tool to prevent or reduce the risks of crisis phenomena in economic activities. The use of a wide range of such technologies in crisis management should be based on a deep analysis of their advantages and disadvantages and industry limitations, which should become directions for further research in this scientific problem.
Keywords: crisis, crisis management, personnel management, HR technologies.