ALGORITHMIC GRADING AND TALENT MANAGEMENT IN THE STRATEGIC DEVELOPMENT OF ENTERPRISE PERSONNEL
Abstract
Purpose: to substantiate the theoretical and analytical foundations for combining algorithmic grading and talent management and to assess their synergy in the strategic development of enterprise personnel. Methodology: definitions of key concepts are clarified and a review of current scientific publications (Ukrainian and international) on the topic is conducted; a comparative and systems analysis of modern digital HR models is applied, along with generalization of practical cases of HR-tech implementation. Findings: the essence of «algorithmic grading» (digitalized evaluation and classification of positions and employees via algorithms) and «talent management» (strategic talent management) is revealed. Modern approaches to personnel management based on digital grading technologies and HR analytics are analyzed, and the role of talent management in forming an enterprise’s intellectual capital is shown. The interconnection and complementarity between algorithmic grading and talent management are established: algorithmic grading systems provide objective evaluation and transparent compensation, which enhances motivation and retention of talents, while talent management is aimed at developing and realizing the potential of these employees in line with the enterprise’s strategic goals. Examples and opportunities for implementing such approaches in Ukrainian companies under conditions of digitalization and remote work are provided. Conclusions: integrating algorithmic grading with systematic talent management is expedient and necessary for increasing HR management effectiveness. It enables more objective and transparent personnel evaluation, optimizes talent development processes, and aligns human resource management with the long-term strategy of the enterprise, ultimately strengthening the organization’s competitiveness.
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