THEORETICAL APPROACHES TO THE CONCEPTUAL AND CATEGORICAL APPARATUS OF RESEARCH INTO THE ISSUE OF DIGITAL TRANSFORMATION OF HUMAN RESOURCE MANAGEMENT IN PUBLIC ADMINISTRATION IN THE CONTEXT OF GLOBALIZATION CHALLENGES

Abstract

The article analyzes theoretical approaches to the conceptual and categorical apparatus of research concerning the digital transformation of human resource management in public administration in the context of globalization challenges. The author notes that in scientific discourse there are at least several types of definitions of human resource management: operational-functional (human resource management as a set of policies/procedures); philosophical-systemic (human resource management as a holistic organizational philosophy/architecture of practices); strategic (human resource management as a mechanism for implementing a business strategy); resource-oriented (human resource management as a source of competitive advantage within the framework of a circular review system); role/institutional (configuration of roles and subsystems of the HR function). Definitions of «human resource management in public administration» in academic and political and managerial sources converge around three theses: normative-ethical (merit, legality, non-discrimination and accountability as constitutive conditions of any personnel actions), institutional-strategic («human resource management» as a mechanism for transforming political priorities into organizational capabilities and results) and procedural-functional (a holistic cycle from planning and selection to development, evaluation and reward, integrated into the framework of public policy). The digital transformation of human resource management in public administration in the context of globalization challenges is a multidimensional process that reflects not only the technological modernization of personnel procedures, but also a profound institutional restructuring of the civil service system under the influence of global socio-economic and political trends. In the modern world, where globalization creates new challenges for nation-states, including increased labor mobility, increased competition for talent, transnational migration processes, the digital economy, and the need to ensure cybersecurity, human resource management in the field of public administration can no longer be based solely on traditional administrative and bureaucratic approaches. It requires the integration of digital technologies, data analytics, and innovative management practices that ensure the adaptability of state institutions to the rapid changes in the global environment.