PERSONNEL MANAGEMENT STRATEGY AS A COMPONENT OF THE ECONOMIC MECHANISM FOR THE TRANSFORMATION OF THE TELECOMMUNICATIONS SECTOR OF UKRAINE

Abstract

The article examines the theoretical and methodological foundations for developing a human resource management strategy as a component of the economic mechanism for the development of Ukraine’s telecommunications sector amid digital transformation, European integration, and wartime challenges. The study establishes that a modern HR management system should be regarded as a strategic element in ensuring the competitiveness, workforce stability, and sustainable development of telecommunications enterprises. The research substantiates the role of HR management strategy within the economic mechanism for the development of the telecommunications sector and identifies the key factors influencing its formation, including economic digitalization, the development of information and communication technologies, labor market transformation, European integration processes, and martial law conditions. It is demonstrated that effective human capital management contributes to increased labor productivity, improved quality of telecommunications services, enhanced innovation activity, and greater digital transformation of business processes. The dynamics of the personnel and investment potential of the "Information and Telecommunications" sector during 2015–2024 are analyzed. Changes in employment levels, average monthly wages, labor productivity, and capital investment are examined. The study reveals that until 2021, the sector demonstrated stable growth in its key development indicators, whereas in 2022, due to Russia’s full-scale invasion of Ukraine, there was a significant decline in labor productivity, employment, and investment activity. At the same time, during 2023–2024, a gradual recovery in the sector’s performance indicators was observed. Using the distance method and the Harrington model, the study assesses the integrated indicator of workforce stability in the telecommunications sector. The findings indicate that workforce stability remains relatively high due to the resilience of human capital, wage growth, and the development of employees’ digital competencies. The article proposes strategic directions for HR management to support innovation, digitize HR processes, develop professional competencies, stimulate employees’ innovation, and ensure personnel security within enterprises.