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The Problems and Barriers to the Development of Human Resource Potential in the Digital Economy
Obydiennova T. S., Chernous I. O.

Obydiennova, Tetiana S., and Chernous, Ihor O. (2025) “The Problems and Barriers to the Development of Human Resource Potential in the Digital Economy.” Business Inform 5:553–559.
https://doi.org/10.32983/2222-4459-2025-5-553-559

Section: Management and Marketing

Article is written in Ukrainian
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UDC 005.95.96:004

Abstract:
The aim of the article is to study the key problems and barriers to the development of human resource potential in the context of the digital economy. The authors emphasize that the successful realization of digital transformation strategies requires not only technical infrastructure but also human resources capable of ensuring the effective use of technologies. The article examines the transformational processes occurring in the labor market under the influence of digitalization and identifies the key problems and barriers that hinder the development of human resource potential in the digital economy. It is highlighted that digital transformation encompasses not only the technological but also the socioeconomic dimension, altering the requirements for professional competence, employment structure, and staff management mechanisms. The authors emphasize that in order to ensure sustainable growth of enterprises and the competitiveness of the economy, it is necessary to adapt the systems of professional training of staff to new realities: the increasing demand for digital competencies, the spread of non-standard forms of employment, and the introduction of artificial intelligence and automated systems into HR processes. The article discusses the consequences of digital inequality among regions, industries, and age groups of workers, particularly the adaptation issues faced by older individuals and the instability of labor relations among youth. Based on the analysis of current research and international experience, the main barriers to developing personnel potential are systematized: organizational-structural (outdated management models, lack of strategic staff development planning), technological (insufficient level of digital infrastructure, low digital maturity of enterprises), social (resistance to change, low motivation to learn), and institutional (the gap between the education system and the labor market), and regulatory norms (the lack of regulatory support for digital education and remote work). In conclusion, it has been determined that the effective implementation of digital transformation is only possible under the conditions of a comprehensive approach to the development of human capital, which combines technical modernization with the humanitarian aspect of adapting staff to the new requirements of the knowledge economy.

Keywords: human resources potential, digital economy, digital competencies, labor market, transformation barriers, staff management.

Fig.: 1. Bibl.: 13.

Obydiennova Tetiana S. – Candidate of Sciences (Economics), Associate Professor, Associate Professor, Department of Economics and Management, Educational and Scientific Institute "Ukrainian Engineering and Pedagogical Academy" of V. N. Karazin Kharkov National University (16 Unіversytetska Str., Kharkіv, 61003, Ukraine)
Email: [email protected]
Chernous Ihor O. – Applicant, Educational and Scientific Institute "Ukrainian Engineering and Pedagogical Academy" of V. N. Karazin Kharkov National University (16 Unіversytetska Str., Kharkіv, 61003, Ukraine)

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