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The article analyzes the strategic directions of transformation of human resource management mechanisms in the digital economy. Based on the concepts of digital transformation, the theory of human capital and the international framework of digital competencies (DigComp, OECD Skills Outlook), the need for institutional modernization of HR processes is substantiated. The article considers the digitalization of personnel management functions, the development of digital competencies, the introduction of HR analytics and the formation of a culture of continuous learning. The strategic development of human resource management in the digital economy requires a transition from an administrative model to a model based on data, competencies, and innovation. International studies confirm that the sustainability of organizations is determined by the ability to synchronize digital technologies and the development of human capital. The implementation of these areas will increase the competitiveness of organizations and ensure adaptation to the conditions of digital transformation.
digital economy, human resource management, human capital, digital competencies, HR analytics, digital transformation, continuous learning, organizational sustainability
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