DECISION-MAKING IN MANAGEMENT WITHIN HUMAN RESOURCE MANAGEMENT.

Аннотация

In this article, the process of decision-making in human resource management is analyzed comprehensively. Human resource management is one of the strategic priorities for modern organizations, and the decision-making process directly influences the organization's efficiency and competitiveness. The article covers the theoretical foundations of managerial decisions, their main types (strategic, tactical, and operational), as well as the stages of decision- making (problem identification, data collection, analysis, solution development, and evaluation of results). Additionally, based on real examples and global trends, the importance of innovative approaches—such as artificial intelligence, data-driven decisions, and automated HR systems—is discussed. It emphasizes that in modern management, decision-making based on technology and digital data can reduce the influence of human factors and lead to objective and effective outcomes. Furthermore, the article analyzes the main problems encountered in the decision-making process, including human factors, subjective decisions, incorrect analysis, and data scarcity. Scientific and practical recommendations are developed to address these problems and ensure effective decision-making in human resource management. The results of the article contribute to improving innovative decision- making mechanisms in human resource management and developing strategies to increase organizational effectiveness. This research is useful for HR managers, researchers, and organizational leaders, establishing the importance of utilizing modern decision-making mechanisms in human resource management. Key words: HR Management, Strategic Planning, Personnel Policy, Employee Management, Motivation and Incentives, Personnel Selection, Performance Improvement, HR Technologies, Artificial Intelligence in HR, Data- Driven Management, Innovative HR Strategies, Work Productivity. Introduction. Human Resource Management (HRM) is one of the strategic directions of modern organizations, playing a vital role in ensuring organizational sustainability, efficiency, and competitiveness. The main 127 ACADEMIC RESEARCH IN MODERN SCIENCE International scientific-online conference functions of HRM include attracting qualified personnel, supporting their professional development, creating effective working conditions, and increasing labor productivity. In modern organizations, HR management differs from traditional approaches by relying on innovative technologies and digital data. Through artificial intelligence and automated management systems, processes such as employee evaluation, recruitment, and motivation strategy development contribute to improved efficiency. Theoretical Foundations of Managerial Decision-Making. Managerial decision-making holds central importance in human resource management and plays a decisive role in achieving an organization's strategic goals. Decisions consist of the following main components: objectives, alternative options, outcome forecasting, and implementation of solutions. Main Approaches to Decision-Making. The following approaches are applied in the process of managerial decision-making: Rational Approach – Decisions are made based on accurate data, statistical analysis, and scientifically grounded modeling. This approach enables effective and safe decision-making. Intuitive Approach – Decisions are based on the manager’s experience, instincts, and psychological assumptions. This is applied in urgent situations but can sometimes lead to errors. Normative and Prescriptive Approaches – Decisions are formed based on standard rules, corporate principles, and previously accepted practices. Stages of Decision-Making. Effective managerial decision-making includes the following stages: 1. Problem Identification – Analyzing existing problems and their impact on the organization. 2. Data Collection and Analysis – Gathering data to make decisions based on concrete facts. 3. Development of Alternative Solutions – Evaluating various solutions and choosing the most optimal one. 4. Decision Implementation – Implementing the chosen strategy. 5. Evaluation and Adjustment of Outcomes – Analyzing the effectiveness of the decision and making necessary changes. In the context of the modern economy, HRM is considered one of the key factors in ensuring the effectiveness and sustainable development of companies and organizations. In a market economy, companies strive to be competitive based on innovative approaches. In such a scenario, effective management of 128 ACADEMIC RESEARCH IN MODERN SCIENCE International scientific-online conference human capital, attracting employees, monitoring and managing their performance, and improving motivation systems have become strategic priorities for organizations. Automating the processes of data collection, analysis, and systematization in HR management has become crucial for modern organizations. Through automation, companies can enhance efficiency, better