PERSONNEL MANAGEMENT STRATEGIES IN THE CONDITIONS OF GLOBALIZATION AND THEIR CLASSIFICATION

Abstract

The article is devoted to a comprehensive study of the transformation of human resources management strategies (HR strategies) under the influence of globalization processes and dynamic changes in the global labor market. The purpose of the publication is to identify groups of factors that determine strategic personnel management in modern conditions and to develop a classification of HR strategies based on the most relevant trends in the global labor market. The work uses a combination of general scientific and special methods: analysis and synthesis, systematization method, comparative analysis, case study method to illustrate theoretical provisions using the example of the activities of leading international and domestic companies. The article identifies a system of global factors, such as technological progress, knowledge obsolescence, the struggle for talent, and changing employee values. The author's classification of HR strategies according to seven key characteristics is substantiated. In particular, by type of business strategy, cost optimization strategies (Walmart case) and active investment strategies (Netflix case) were identified; by culture level, technocratic and value-oriented strategies (SoftServe case). Particular attention is paid to strategies arising from the social responsibility of business: Wellbeing (corporate well-being), DEI (diversity, equality and inclusion) and Sustainable HRM (sustainable management). The features of personnel training and development strategies are revealed using the example of McDonald’s. The response to demographic changes through multigenerational strategies and mentoring is separately highlighted (the experience of the agricultural holdings Astarta and MHP). It is concluded that in the context of globalization, the strategic approach is shifting from simple recruitment to knowledge capitalization and talent management as a key strategic asset. The practical significance of the research results lies in the development of options for personnel management strategies in the context of the globalization of the labor market, which can be used by HR managers of companies.