RECOMMENDATIONS FOR MITIGATING THE NEGATIVE EFFECTS OF DIGITALIZATION IN HUMAN RESOURCE MANAGEMENT

The purpose of this article is to examine the impact of digital transformation on the state of human capital within organizations and to develop practical recommendations for reducing the risks of employee burnout based on modern approaches to sustainable personnel management. The study analyzes the psychological effects and behavioral changes among employees under the influence of digital transformation. Key risks associated with the implementation of digital technologies have been identified, including digital fatigue, blurred boundaries between work and personal life, increased anxiety, and reduced motivation. Age-related and behavioral differences in the perception of digital changes are examined. Data from previous studies are analyzed, showing how employees from different generations respond differently to digitalization and experience burnout in varying forms. The article outlines the main psychological and organizational factors contributing to professional burnout in the context of digitalization. These include information overload, lack of digital skills, insufficient managerial support, and digital inequality within organizations. The study develops and systematizes recommendations aimed at mitigating the negative consequences of digital transformation. Specific measures are proposed, such as the implementation of digital wellness programs, digital detox policies, flexible work schedules, burnout-awareness training for managers, and the promotion of a psychologically safe corporate culture. A summarizing diagram of the proposed measures has been created, aimed at fostering sustainable human capital management in the digital age. The relationships between digital risks, managerial responses, and expected outcomes are visualized, with a focus on integrating preventive and adaptive mechanisms into HR practices.