Anti-crisis personnel management system in the context of ensuring business processes continuity

Шульга, Ольга Антонівна (2025) Anti-crisis personnel management system in the context of ensuring business processes continuity Причорноморські економічні студії (96). pp. 261-266. ISSN 2524-0900

Text Shulha_O_PES_96_2025.pdf Download (1MB)

Abstract

The article provides a comprehensive theoretical generalization and develops a practical toolkit for the formation of an anti-crisis personnel management system as a strategic determinant of ensuring the organization's resistance in conditions of permanent turbulence in the external environment. The relevance of the study is due to the need to transform traditional personnel models that are losing their effectiveness under the pressure of global geopolitical shocks, digital transformation and socio-economic instability. The conceptualization of anti-crisis management is carried out through the prism of a strategic approach, where personnel is considered not only as a resource, but as a key factor in maintaining the viability of the system, which requires specific methods of regulation in the phases of prevention, localization and overcoming the consequences of the crisis. The author details the methodological principles of diagnosing personnel security, which are based on the identification of latent threats, such as professional burnout, erosion of loyalty and hidden fluidity of intellectual capital. The use of a system of threshold indicators is proposed, which allows for a mathematically substantiated assessment of the state of the management system and timely activation of anti-crisis protocols. Special attention is paid to strategic areas of team preservation, where the ethical aspects of staff optimization are harmonized with economic feasibility. The need to reform motivation systems in conditions of financial constraints is substantiated through the introduction of flexible payment models and mental wellbeing programs, which act as tools for supporting the psycho-emotional resource of employees. It is proven that the digitalization of personnel processes, in particular the use of HR analytics and the introduction of flexible remote forms of employment, is a fundamental condition for ensuring the continuity of business processes. The role of continuous learning mechanisms (upskilling and reskilling) is revealed as the main way to adapt labor potential to dynamic market requirements. Special emphasis is placed on the communication policy and emotional intelligence of the leader, which together allow to level panic moods and form a corporate culture of mutual assistance. The result of the study is the development of a roadmap for anti-crisis measures, which allows HR departments to systematically manage personnel risks, ensuring the organization’s transition from a state of survival to a phase of restorative growth and long-term sustainability.

Item Type:	Article
Uncontrolled Keywords:	anti-crisis personnel management; personnel security; workforce resilience; HR analytics; digitalization of personnel processes; psychological well-being; strategic management; organizational adaptability; business processes; human capital
Subjects:	Статті у базах даних > Index Copernicus Статті у періодичних виданнях > Фахові (входять до переліку фахових, затверджений МОН)
Divisions:	Факультет економіки та управління > Кафедра управління
Depositing User:	Ольга Антонівна Шульга
Date Deposited:	18 Feb 2026 11:42
Last Modified:	18 Feb 2026 11:42
URI:	https://elibrary.kubg.edu.ua/id/eprint/56440

Actions (login required)

View Item