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Digital Transformation of the Management System of Construction Enterprises Based on Innovative Approaches to Human Resource Management in the Context of Sustainable Development
Shymanovska-Dianych L. M., Lozova O. V., Sosian M. M.

Shymanovska-Dianych, Liudmyla M., Lozova, Oksana V., and Sosian, Maksym M. (2026) “Digital Transformation of the Management System of Construction Enterprises Based on Innovative Approaches to Human Resource Management in the Context of Sustainable Development.” Business Inform 1:589–598.
https://doi.org/10.32983/2222-4459-2026-1-589-598

Section: Management and Marketing

Article is written in Ukrainian
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UDC 004.9:658.5:69:005.96:502.131.1

Abstract:
The article summarizes the theoretical foundations and practical approaches to the digital transformation of the management system of construction enterprises, with a focus on implementing innovative approaches to human resource management within the context of sustainable development. It is substantiated that, under conditions of military instability, post-crisis economic recovery, and active digitalization of the construction industry, human capital serves as a key factor in ensuring the adaptability, innovativeness, and managerial resilience of enterprises. The study identifies the specifics of the human resource management system in construction enterprises, which is characterized by its strong reliance on staff qualifications, the interdisciplinary nature of competencies, the growing role of digital technologies, and the necessity of aligning economic, social, and organizational development goals. It has been proved that traditional HR approaches do not ensure the efficient implementation of digital transformation processes and necessitate a shift to innovative HR management models integrated into the overall strategic management system. As part of the study, a conceptual model for the innovative development of a construction enterprise’s HR system was developed, combining digital HR tools (Digital HR, HR analytics, learning and development systems), flexible organizational forms, human-centered approaches, and elements of an innovative corporate culture. The practical testing of the proposed approaches was conducted at ALC «Poltavatransbud», which enabled the establishment of strategic guidelines for HR system development, a model passport, and a set of key performance indicators for monitoring the outcomes of digital and organizational changes. The research results indicate that the implementation of an innovative HR model within the context of the digital transformation of the management system contributes to increased labor productivity, employee engagement, reduced staff turnover, and the development of a positive employer brand. The article has practical value for managers of construction companies, HR specialists, and researchers studying issues related to management digitalization, innovative human capital development, and promoting sustainable development in contemporary conditions.

Keywords: digital transformation, management system, construction companies, human resource management, innovative HR management, sustainable development.

Tabl.: 4. Bibl.: 9.

Shymanovska-Dianych Liudmyla M. – Doctor of Sciences (Economics), Professor, Head of the Department, Department of Management, Poltava University of Economics and Trade (3 Ivana Banka Str., Poltava, 36003, Ukraine)
Email: [email protected]
Lozova Oksana V. – Candidate of Sciences (Economics), Associate Professor, Associate Professor, Department of Management, Poltava University of Economics and Trade (3 Ivana Banka Str., Poltava, 36003, Ukraine)
Email: [email protected]
Sosian Maksym M. – Applicant, Poltava University of Economics and Trade (3 Ivana Banka Str., Poltava, 36003, Ukraine)
Email: [email protected]

List of references in article

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