MODERN APPROACHES AND PERSPECTIVES IN HUMAN RESOURCE MANAGEMENT

This research article presents a comprehensive analysis of modern personnel management, theoretical and practical aspects of human resource management, and innovative approaches aimed at improving HR policies. Human capital is considered the most important strategic resource for organizations in today's globalized environment, and its effective management is recognized as a decisive factor in enhancing competitiveness and ensuring sustainable development. Therefore, the article compares traditional management systems with modern innovative approaches to HR policy development. The study places particular emphasis on developing employee skills and competencies, motivating them, creating effective working conditions, and unleashing their creative potential. The implementation of modern technologies, such as HRIS (Human Resource Information System), ATS (Applicant Tracking System), and LMS (Learning Management System), and their role in automating and optimizing HR management is also extensively analyzed. These technologies not only simplify work processes but also provide managers with accurate and timely information necessary for strategic decision-making. The article also examines modern methods, competency-based approaches, and results-oriented management mechanisms applied in the selection, assessment, and appointment of employees. The analysis shows that traditional methods based solely on control and instructions in personnel management currently do not produce effective results. On the contrary, high results can be achieved by supporting employee initiative, regularly improving their skills, and strengthening the incentive system. Uzbekistan's experience demonstrates that significant progress has been made in recent years in modernizing HR policies, reforming the civil service system, and implementing principles of transparency and meritocracy. This process facilitates the introduction of modern management principles not only in the civil service but also in the private sector. Therefore, the results of the study are based on a comparative analysis of national experience and international practice and serve to further improve HR policies. This article has both scientific and practical significance and introduces new scientific perspectives to research in the field of HR management. The findings presented not only enrich theoretical knowledge but also enable their practical application.