In writing this article, we have attempted to focus on the study of the resources of postmodern organizations, particularly as they relate to human resource management and knowledge-based management. In post-modern organizations, human resources are considered not only a resource but also a capital and vector of progress. This means that human resources are not just a means to an end, but rather they are an asset that can be invested in and developed to enhance the organization's success and growth. The article addresses the unique challenges and opportunities of postmodern organizations characterized by rapidly changing technologies, increasing globalization, and changing social and cultural norms. One of the key points discussed in the article is the need for postmodern organizations to develop and implement effective human resource management strategies. This includes focusing on attracting and retaining top talent, providing opportunities for training and continuous development, and fostering a culture of innovation and creativity. The article also highlights the importance of knowledge-based management, which involves using technology and data to make strategic decisions and improve organizational performance. The article highlights the Army's efforts to modernize its human resource management, including initiatives to recruit and retain the best talent, provide opportunities for training and continuous development, and foster a culture of innovation and creativity.

The COVID-19 crisis has revealed the vulnerability of people, societies and economies and has forced a rethinking of the economic and social activities of an organization. The crisis requires strong responses based on solidarity, cooperation and responsibility. Socio-economic organizations (associations, cooperatives, alliances, and social enterprises) whose business models are based on these principles can help reshape economies and societies after the crisis.

The new theory of economic growth - human actions such as education and innovation, as well as economic behavior, affect long-term economic growth; limits the reduction in the utility of capital; and helps explain the transition from a resource-based economy to a knowledge-based economy. The concept of the knowledge economy - depends on new growth theories that increase understanding of the role of new technologies in increasing productivity and growth through investment in research and development, education and training, new management structures.

The decision to hire a new person in the company, like many other business decisions, carries a number of risks. Many older companies have had the experience of hiring an unsuitable person because they selected the ideal candidate for the interview, but the candidate had the wrong expectations about performance or integration. The reasons why a new employee turns out to be unsuitable can be many. Perhaps he or she fails to establish a good rapport with colleagues or the company’s customers, or exhibits inappropriate behavior or falls short of expectations and does not meet the performance criteria set forth by the job evaluation form. The role of a human resources risk management professional is to consider all the possible consequences of employee risks, which may be related to employee behavior, management style, or salary, for example. This paper aims to highlight the importance of adult education through training programs, taking into account the role that economic organizations play with regard to continuous training of employees, especially in terms of their personal development, ensuring satisfaction at work and competitiveness on the labour market.