The State and Prospects of Using Digital HR Tools by Russian Companies

Human resource management (HRM), as well as the management of any other business area becomes dependent on global digitalization and undergoes attendant changes. The need to search for new digital solutions in HR sphere, analysis of the principles of adaptation of existing methods of automation of human resource management processes demonstrate the relevance of the research.
The purpose of the article is to assess modern state and further prospects of usage different digital-tools in HRM in national companies. The objectives of the present research: to determine whether companies really need to digitalize HR processes, to evaluate the rate of usage of automated services in HR, to analyze the most popular HR tools and to assess the applicability for different companies, to identify the correlation between the level of digitalization of companies and human capital.
Materials and methods. General theoretical, empirical and statistical methods of assessing information are used in the article. The data available in the current scientific and periodical literature, as well as in fundamental works in the field of personnel management, are systematized. The research work relies on information provided in open sources that contains a set of information and analytical reports of companies, including their analysis and interpretation.
Results. As the result of the research the number of key features of the current state of HR digitalization was identified. A comparative analysis of modern automation systems for personnel selection is presented and an assessment of their technological functionality is carried out. The rate of applicability of the most popular tools in HRM for different companies and the factors affecting the company’s choice of a particular HR software tool was determined.
Conclusion. The work revealed that the digital transformation of HR processes is at the stage of formation; however, the modern conditions of informatization of society are quite favorable for the transition of companies to digital HR. The exceptions are companies with a small headcount (up to 100 people), the digitalization of which, will not be economically feasible. An analytical review of a number of relevant studies has shown that most domestic companies have high hopes for digital HR. Nevertheless, there are practically no firms on the market that have managed to completely digitize the entire set of HR processes. In addition, the study made it possible to formulate conclusions about the presence of a high correlation between the dependence of firms on human capital and the scale of their use of digital HR tools.

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