MODELING THE ADAPTIVE INTERACTION OF PERSONNEL WITHIN THE HUMAN RESOURCE MANAGEMENT ARCHITECTURE

The article examines the scientific and theoretical foundations and applied aspects of personnel adaptation management as an extremely important direction of the human resources management system of modern organizations. The essence of adaptation as a multi-level process of mutual adaptation of the employee and the organization, covering various aspects of labor activity, is studied. The main types of adaptation, modern approaches to managing adaptation processes and factors that determine the effectiveness of adaptation interaction are analyzed. Critical attention is focused on substantiating the complex architectonics of the process of adaptation interaction between a new employee with his determined set of competencies, value orientations and motivational drivers and a dynamic organizational environment. The stage decomposition of the specified process is studied, covering the preparatory, orientation stages, phases of entry and integration, as well as the stage of stabilization and self-realization. A five-level model is formed, based on the synergy of various internal and external prerequisites. It is proven that the cyclicality and flexibility of the system are ensured by end-to-end mechanisms of feedback, HR analytics, KPI adaptation and digital support with the direct cross-functional participation of key stakeholders. The consequences of effective personnel adaptation have been determined, and the main problems and limitations in managing personnel adaptation in many modern organizations have been identified. Directions for improving the personnel adaptation system are proposed, which include: implementation of comprehensive adaptation programs; development of the mentoring institute; use of digital HR tools; formation of a value-oriented corporate culture; creation of an effective motivational system; improvement of mechanisms for monitoring the effectiveness of adaptation processes, etc. It is argued that strategic management of personnel adaptation is an important prerequisite for ensuring the long-term competitiveness of the enterprise.