St. Petersburg, St. Petersburg, Russian Federation
JEL J24 Human Capital • Skills • Occupational Choice • Labor Productivity
JEL J61 Geographic Labor Mobility • Immigrant Workers
JEL O15 Human Resources • Human Development • Income Distribution • Migration
The article explores the role of Analytics in the field of human resource management (HR analytics) as a strategic tool for human capital management in the context of sanctions pressure. The purpose of the study was to conduct a comprehensive analysis of the role of analytics in the field of human resource management in the human capital management system under sanctions pressure, as well as to determine the directions of its development in the context of Russian sovereignty. For this purpose, the article examines the structural changes in the labor market caused by sectoral redistribution of employment, demographic constraints, a reduction in external labor migration and large-scale emigration of qualified specialists. Special attention is paid to the transformation of analytics in the field of human resource management from an auxiliary tool for personnel management into a key mechanism for predicting personnel risks, increasing the sustainability of organizations and increasing their competitiveness. The consequences of the departure of foreign platforms related to human resource management are analyzed. The problems of import substitution that arise in this regard are studied, including a decrease in data quality, fragmentation of information systems and limited access to modern analytical technologies. Based on the system-analytical approach, the necessity of developing a domestic ecosystem of analytics in the field of human resource management, focused on the integration of corporate and government information resources, is substantiated. A conceptual model for the development of analytics in the field of human resource management is proposed, based on the principles of data integration, context-oriented application of artificial intelligence and personalization of human capital management. It is concluded that it is necessary to form a national infrastructure of labor market data as a basis for improving the effectiveness of personnel policy and ensuring technological sovereignty.
HR analytics, human capital, labor market, sanctions pressure, import substitution, digitalization, predictive analytics, personnel management, employment, human resources
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