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employee
This article explores the specifics of corporate culture within an organization's strategic HR management system in the context of digitalization and the implementation of artificial intelligence. A decomposition of the organization's HR management strategy is presented. Analysis of the evidence reveals a contradiction between the rapid pace of digital transformation and the adoption of AI tools and the slow adaptation of corporate culture to technological change. The dual impact of digitalization on corporate culture and the introduction of AI technologies has been analyzed. There are positive transformations, such as the formation of a data-driven culture, personalization of professional paths and development of a continuous learning culture, freeing up time for interpersonal interactions, and strengthening horizontal ties. However, there are also internal risks, including dehumanization of communication, algorithmic anxiety, gaps in competencies, cultural fragmentation, excessive control, loss of autonomy, and reduction in informal knowledge transfer practices. Based on the research' findings and results, the authors have proposed priority areas for improving organizational corporate culture management in the context of digital transformation and AI implementation.
corporate culture, strategic human resource management, artificial intelligence, digitalization, human-centricity, digital ethics
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