HR RISK MANAGEMENT IN THE CONTEXT OF DIGITAL TRANSFORMATION OF ORGANIZATIONS

  • N.Yu. Kaufman Surgut State University, Surgut, Russia
  • E.A. Evseenko Surgut State University, Surgut, Russia
DOI: https://doi.org/10.34680/BENEFICIUM.2026.2(59).76-85

Abstract

The article is devoted to the urgent problem of risk management in the field of human resources management (HR) arising in the context of digital transformation of organizations. The purpose of the study is a comprehensive analysis of the identified risks and the development of recommendations for the formation of a balanced system of their management to ensure the sustainable development of the company. The following tasks were consistently solved in the work: theoretical approaches to the concept of "HR risks" were systematized and their classification in the context of digitalization was clarified; key risk groups technical, organizational and personnel, legal and ethical, economic) were identified and analyzed; the evolution of HR functions and its impact on the profile of emerging threats were investigated; practical approaches to risk minimization in the implementation of specific digital solutions (ATS, LMS, EDM, HR analytics) were considered; principles of building an effective risk management system are justified. The methodological basis was a complex of theoretical methods (systematic and comparative analysis of literature, synthesis) and empirical methods (analysis of data from a large-scale survey of HR specialists conducted by 1C-Bitrix in 2024 using descriptive statistics). The main results of the study demonstrate that digital transformation not only increases the efficiency of HR processes, but also multiplies traditional risks and generates new ones. It was revealed that the nature of the risks depends on the scale of the business: for large companies, the risks of integration and cybersecurity are critical, for small and medium-sized businesses - financial risks and a shortage of digital competencies. A detailed analysis of digital tools (from recruiting to FEC) confirmed the dichotomy "efficiency - vulnerability," identifying the risks of dehumanization, algorithmic discrimination and data leakage. The practical importance of the work lies in justifying the conditions for minimizing risks: the phased introduction of technologies, the priority of the human factor, regular compliance and a hybrid approach (a combination of automation and human participation). The research prospects are associated with the further development of adaptive methods for managing HR risks in the context of the rapid development of artificial intelligence and flexible employment formats.

Keywords: personnel electronic document management, cybersecurity, personnel management, digital transformation, digital competencies, human centrality, ethical risks, HR risks

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About the Authors

Natalia Yu. Kaufman – Cand. Sci. (Economics), Docent; Associate Professor, Surgut State University, Surgut, Russia. E-mail: ntlrus@gmail.com. SPIN РИНЦ 4966-0185. ORCID 0000-0002-7385-9276

Elena A. Evseenko – Cand. Sci. (Sociological), Senior lecturer, Surgut State University, Surgut, Russia. E-mail: evseenkoea@mail.ru. SPIN РИНЦ 6303-8334. ORCID 0000-0003-2925-6037

For citation: Kaufman N.Yu., Evseenko E.A. HR Risk Management in the Context of Digital Transformation of Organizations // BENEFICIUM. 2026. Vol. 2(59). Pp. 76-85. (In Russ.). DOI: 10.34680/BENEFICIUM.2026.2(59).76-85

 

Published
2026-06-05
Issue
No 2 (2026)
Section
HUMAN RESOURCE MANAGEMENT IN A CHANGING ENVIRONMENT