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Digitalization of Personnel Procedures As a Harsh Reality of Our Time

Introduction: based on the current regulatory framework, draft laws, research, and news in the field of economics and sociology, the paper presents the author’s periodization of the phenomenon of digitalization of personnel procedures. The examples of using the software products of each of the three generations are given. The conclusion is made about the negative consequences of total digitalization. The task is to identify the generations of digitalization of personnel procedures and evaluate the positive and negative features of this process. Methods: the methodological framework for the research is a combination of the following methods of scientific knowledge: comparative law method, the method of analysis and synthesis, the empirical methods (observation, experiment, measurement, comparison). Results: the author’s periodization of the process of digitalization of personnel procedures is proposed, some positive and negative features of this process are given. Conclusions: the software products of the first generation allow you to automatically fill in all the necessary personnel documents with the data of a specific employee. In the second generation, documents are created and “live” completely in electronic form without the need to print them on paper. During the transition to the third generation, individual personnel decisions are made without human participation.