PEOPLE-CENTRIC HR-MANAGEMENT: ENHANCING RECRUITMENT, MOTIVATION AND INTELLECTUAL-PERSONNEL SECURITY OF ENTERPRISES

Nataliia Zachosova; Svitlana Bilous; Yevheniy Lych

doi:10.36690/2674-5208-2025-2-109-119

Authors

Nataliia Zachosova Cherkasy National University https://orcid.org/0000-0001-8469-3681
Svitlana Bilous Cherkasy National University https://orcid.org/0000-0002-0303-7453
Yevheniy Lych Cherkasy National University https://orcid.org/0009-0009-6006-6128

DOI:

https://doi.org/10.36690/2674-5208-2025-2-109-119

Keywords:

human-centrism, HR management, personnel, motivation, risk, recruiting, digital personnel recruitment, intellectual capital, personnel security, economic security of the enterprise

Abstract

The article is devoted to the study of human-centrism as a philosophy of the functioning of the HR management system, which ensures the effectiveness of personnel recruitment, their motivation and a high level of intellectual and personnel security of enterprises. It is proposed to understand intellectual and personnel security as the state of the human resource of an enterprise with a high level of intellectual capital, relevant skills and knowledge, capable of counteracting threats and risks arising from the actions or inaction of employees. The main threats to intellectual and personnel security are identified, including high staff turnover, low labour productivity, conflicts and disloyalty. It is substantiated that human-centrism in management personnel focuses management processes on the needs and interests of employees, as opposed to the traditional resource approach to HR management. It is proved that satisfying the needs of personnel forms their loyalty, conscientious performance of duties and the desire for self-development, which are crucial for the economic success of the company. The discrepancy between the concept of human-centrism and the traditional understanding of HR management as "human resources" management is highlighted, however, the value of using the term "human-centric personnel management" to translate a new focus into the management system of organizations is emphasized. The possibilities of integrating the human-centric paradigm into the processes of recruiting and motivating personnel are explored. It is proposed to use digital recruiting and the "broad search" method as human-centric tools that allow finding the optimal candidate. The elements of "full-cycle recruiting" are presented and the importance of the individualization of the hiring process is substantiated. The role of requirements for candidates with line managers and an important attitude towards all applicants is emphasized. The motivational aspect is separately noted, and it is emphasized that diversifying motivation tools to meet the needs of each employee is a sign of a human-centric approach. The use of the StrengthsFinder test is recommended to identify and develop the strengths of personnel. It is concluded that a focus on employees within human-centric HR management allows for the development of accurate HR risk maps and the prevention of conflicts, which is critically important for the stability and growth of an enterprise and for the effective management of its intellectual and personnel security.

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Author Biographies

Nataliia Zachosova, Cherkasy National University

Doctor of Science (Economics), Professor of the Department of Management and Public Service, Bohdan Khmelnytsky National University of Cherkasy, Cherkasy

Svitlana Bilous, Cherkasy National University

Doctor of Science (Economics), Associate Professor of the Department of Management and Public Service, Bohdan Khmelnytsky National University of Cherkasy, Cherkasy

Yevheniy Lych, Cherkasy National University

Master's student of the Department of Management and Public Service, Bohdan Khmelnytsky National University of Cherkasy, Cherkasy

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