Management of personnel innovative receptivity as a tool for accelerated company adaptation to technological changes

Abstract

The relevance of the study is determined by the acceleration of technological transformations, the digitalization of business processes, and the increasing requirements for company adaptability under conditions of a highly dynamic market environment. At the same time, the practice of corporate management continues to face problems related to psychological resistance to change, insufficient integration of professional development mechanisms into digital transformation processes, and the fragmented nature of managerial support for personnel under conditions of technological modernization. The purpose of the study is defined as the investigation of the peculiarities of managing personnel innovative receptivity and the substantiation of approaches to improving the effectiveness of company adaptation to technological changes. Methods. In the course of the study, methods of analysis and synthesis were used to generalize theoretical approaches to managing personnel innovative receptivity; systematization – to structure the factors and mechanisms of technological adaptation; comparative analysis – to evaluate contemporary personnel management practices under conditions of digitalization; and logical generalization – to formulate practical recommendations for improving the effectiveness of innovation change management. Results. The essence of personnel innovative receptivity and its role in ensuring the technological adaptation of a company have been investigated. It has been revealed that the effectiveness of digital transformation is determined not only by the level of technological modernization but also by the efficiency of managerial, motivational, and communication mechanisms supporting personnel. It has been proven that the integration of continuous digital learning, mentoring programs, professional support systems, and adaptive motivational policies contributes to reducing the period of employees’ professional adaptation and decreasing organizational resistance to technological changes. It has been established that the main problems in managing personnel innovative receptivity include uneven development of digital competencies, rapid obsolescence of professional knowledge, insufficient adaptability of organizational culture, and fragmented internal communication. Conclusions. It has been concluded that improving the effectiveness of managing personnel innovative receptivity requires a comprehensive combination of educational, motivational, organizational, and communication mechanisms within the system of technological transformation of a company. Prospects for further research are associated with the development of methodological approaches to assessing the level of personnel innovative receptivity, analyzing the impact of artificial intelligence technologies on personnel management, and investigating the effectiveness of personalized professional development models in the digital economy.