Accelerated digitalization, uncertainty, rapidly changing work environment, and the spread of remote employment due to quarantine restrictions caused by the COVID-19 pandemic have led to differentiated requirements for HR managers in different sectors of the economy and the need to get quickly adjusted to new working conditions. This implies an increased importance of transferable competencies for HR managers, especially in advancing their flexibility and expanding employment opportunities. That is why the study aims to develop a universal model of transferable competencies of HR managers based on the analysis of global and local trends in demand on the labor market. Furthermore, a methodological approach is used to assess these trends based on behavioral indicators in rapidly changing conditions. The paper used a comparative analysis of the international experience in forming HR competencies and trends in demand on the Ukrainian labor market. The findings highlight the current transferable competencies of HR managers. They included the abilities to communicate effectively, use digital technologies confidently, work in multitasking mode, manage people and projects, effective self-management, and work in a team. The developed model of transferable competencies of HR managers and methodical approach to their assessment based on behavioral indicators provide an opportunity to diagnose the level of their development for effective work of HR managers in a distant mode, opportunities for trans-professionalism, and career growth.

Digitalization of business processes of personnel management is investigated in this paper. The digital transformation of personnel management has changed the company’s business processes, created a digital work environment, and introduced modern digital technologies. Therefore, it is important to identify modern ways of digitizing business processes of personnel management by using HRM-systems, as well as identify their functionality and capabilities. Digital transformation of business processes in HR management through social, mobile, analytical and cloud technologies allows to optimize work with paper documents, improve procedures and operations of personnel management, reduce their complexity, make all HR activities more mobile. This makes it possible not only to improve the involvement and retention of employees, but also significantly increase the success of the company through continuous transformation, which is important for business as a whole. Capabilities of modern domestic and foreign HRM-systems are analyzed and their advantages and disadvantages are identified in this paper. Comparative analysis of modern HRM-systems allows to generalize the possibilities for automating personnel management’s main business processes. Recommendations for evaluating the effectiveness of HRM-systems into practice of modern company’s personnel management are proposed. Key areas and indicators that characterize the features of software for personnel management automation are identified. Implementation of the initiative on digital transformation of HR-processes is an important task for enterprises. In practice, it is crucial issue to have an assessment of the real picture for digitization process and its effectiveness. The digitalization of personnel management’s business processes involves the usage of platforms for personnel, which offer functionality to automate many HR processes. Companies use HRM-systems, which allow managing key HR-functions within centralized system that optimizes personnel management’s business processes and reporting. HRM systems are the most important applications used in companies of all sizes and in all types of economic activities. The methods and the ways for evaluating the effectiveness of HR-processes’ digitization are not yet sufficiently investigated, which in turn, gives prospects for further research in this area.

The need to choose the best ways to implement corporate training processes in extreme conditions determines the relevance of research. The adaptation of traditional learning tools to distance learning using various methods and training programs is relevant. The aim is to determine the optimal digital tools (software and online platforms) for the successful implementation of the corporate training process in a remote format in the conditions caused by the COVID-19 pandemic and martial law in Ukraine. The main approaches to the implementation and conduct of distance corporate training are considered and the need for its proactive management is highlighted. The study summarizes the types of training, vocational training methods, the main factors influencing distance learning, and online training platforms. The survey highlighted current trends in the use of distance learning in Ukrainian business practice and its effectiveness. The survey results made it possible to draw a conclusion about the current role of distance personnel learning in business practices, as well as to determine the priority of forms of training and means of its implementation. The data obtained confirm that most companies in modern world are focused on retaining staff and maintaining their high skills to improve efficiency and conserve human resources even during a pandemic and war. Digital distance learning tools should be increasingly used in the corporate training and development system.

The experience of the last year of business operation has highlighted the need to find new ways and approaches to managing people, through the crisis caused by the COVID-19 coronavirus pandemic. New socio-economic reality, digitalization and socialization are transforming the people management processes of, which, in turn, changes the modern requirements for HR competencies. The article’s purpose is to form a model of personnel manager competencies by clusters of general and professional competencies based on the implementation of best international experience in forming and developing HR competencies models and considering demand trends in the Ukrainian labor market in the segment «HR Management» in modern realities. To produce results, the following methods were used: abstract-logical to generalize the scientific literature; monographic and analogies to summarize the international experience of forming HR-competencies models; empirical for the analysis of trends in the formation of demand for HR-competencies in the Ukrainian labor market; modeling to develop a modern HR competencies model for Ukraine; generalizations to draw conclusions. The generalization of the current state of scientific research and international experience in modeling HR-competencies allowed to structure the current HR-competencies of SHRM, HRCI, CIPD and to develop proposals for their implementation in Ukrainian HR-practice. The analysis of the demand for HR-competence in Ukraine allowed to select the most popular of them by general, managerial, and special clusters; to identify the frequency of demand for HR-competences and calculate their weight level. On this basis, the structure of demand in the labor market of Ukraine in the segment of «HR-Management» was generalized. The influence of changes and challenges of the organization’s activity during the pandemic COVID-19 on the transformation of the roles of people management and the current HR competencies model in Ukraine is substantiated. Prospective directions of using the model for professional standard development, educational services improvement, and development of the national system of HR-certification for making better the quality and performance of the human resource management function in Ukraine are proposed.