FORMING AN ORGANIZATIONAL HR-MANAGEMENT DEVELOPMENT STRATEGY BASED ON A HUMAN- CENTERED APPROACH: CASE OF HIGHER EDUCATION INSTITUTIONS

The method of this study is to specify the prerequisites and ability of top management of modern companies to develop a human resources management strategy using a human-centric approach. The subject of the study was the characteristic features of human-centered personnel management, which can be applied as elements of strategic development of intellectual capital and formation of high-quality human resources for modern enterprises. To obtain scientific results, methods of synthesis of scientific ideas, content analysis of professional literature, methods of generalization and systematization of conceptual and paradigmatic tasks of personnel management were used. Based on the results of the scientific search, the following significant conclusions were made: human-centeredness is characterized as such a philosophy in the management of an organization, which is implemented through the prism of a strategic vision of the future of its human resources; the theoretical and methodological foundations of scientific sciences are formalized in the context of the possibilities of applying the principles of human-centered management in HR strategies of a modern organization; identified problematic aspects and existing opportunities for using human-centered personnel management in basic strategies for managing organizations that are focused on ensuring economic security, and provided proposals for promising areas for updating the policy of higher education institutions to transform them into turquoise organizations, taking into account the needs of Society 5.0 and the possibilities of management 3.0. As a result, it was concluded that effective motivation tools and the social orientation of management mechanisms when developing solutions related to personnel management allow enterprises to obtain more positive effects for their economic condition than by acting exclusively through administrative means, orders, and coercion. Therefore, the formation of an HR management development strategy for organizations that plan their activities for the long term should be based on the principles of human-centeredness and with a focus on the needs and interests of employees, who are an important intangible resource and a competitive advantage for companies in the goods and services markets.