HR-management of enterprise personnel potential in the conditions of Ukraine's post-war reconstruction

Abstract

Abstract. The article develops a scientific and analytical model of HR management of enterprise personnel potential for the conditions of Ukraine's post-war reconstruction. The conceptual framework of the study is clarified: the categories of "enterprise personnel potential," "human capital," and "labour potential" are delineated, with personnel potential defined as a micro-level construct encompassing professional competencies, adaptability, motivation, and knowledge reproducibility, subject to direct management by the employer. It is substantiated that post-war reconstruction generates a structural labour shortage as a long-term development variable rather than a short-term imbalance: according to RDNA4 estimates, recovery costs reach USD 524 billion, while mobilisation, migration of over 4.3 million people, and a rise in disability by 300,000 persons significantly narrow the labour supply. The authors propose an original three-circuit HR resilience architecture for the enterprise, comprising the circuit of workforce and critical role restoration, the circuit of competency profile transformation aligned with reconstruction tasks, and the circuit of organisational memory retention and reproduction. HR analytics is identified as the cross-cutting element of the model, serving as a tool for diagnostics, forecasting, and evidence-based HR decision-making, while EU-integration HR compliance with EU labour standards constitutes the external framework. It is demonstrated that inclusive hiring of veterans, persons with disabilities, internally displaced persons, women, and youth transitions from the domain of social mission to economic necessity driven by changes in household structure. The impact of EU-integration frameworks on HR transformation of enterprises is analysed, including the Ukraine Facility mechanism, the Skills4Recovery initiative, the European Skills Agenda, and Directive 2022/2041 on adequate minimum wages. Prospects for further research are outlined, related to the empirical verification of the model and the development of skill mismatch assessment tools at the enterprise micro-level.