Эволюция концепций и подходов к управлению человеческими ресурсами

Человек. 2026. Т. 37. № 5. С. 98–117.

Берестова Е. В.

The article examines the evolution of ideas in human resource (HR) management and proposes an analytical framework that links classical approaches to work organization with contemporary models of employee development under conditions of uncertainty. The author traces a shift in managerial priorities from standardization and control of work operations to the study of motivation and workplace relations, and further to an understanding of employees as a source of competencies, knowledge, and organizational resilience. Special attention is paid to the fact that requirements for HR policy are shaped not only within organizations but also by the external environment: regional characteristics of the local labour market, infrastructure, and educational capacity create constraints and opportunities for developing the workforce. The paper examines the transformation of theoretical approaches to HR management, tracing the evolution from classical scientific management concepts to modern strategic approaches. It investigates how globalization, digitalization, and intensifying competition for talent have shaped new management paradigms. Against this background, crisis-oriented situational HR management is interpreted not as ad hoc reaction, but as the advance design of HR decisions that ensure adaptability and the continuity of critical functions when time and information are scarce. The study thoroughly examines the mechanisms for integrating various HR management approaches, encompassing problemoriented, situational, and territorial integration aspects. This comprehensive analysis provides insights into how organizations adapt their HR strategies to respond to contemporary challenges and leverage human capital effectively in a rapidly changing business environment. The article argues for the need to align strategic goals, training and development procedures, assessment mechanisms, and organizational support for mentorship as a connective element between knowledge transfer and the reproduction of competencies.

Keywords: человеческий капитал, управление человеческими ресурсами, профессиональное развитие, оценка компетенций, наставничество, организационная среда, территориальная специфика, кадровая устойчивость