The article examines the phenomenon of HR process digitalization as a key factor in the transformation of modern personnel management in the context of the Fourth Industrial Revolution. It emphasizes that digital technologies are no longer just an additional tool but serve as the foundation for the effective functioning of HR departments and the formation of sustainable competitive advantages for enterprises. A thorough analysis of the main causes and prerequisites for digitalization is conducted, highlighting the growing volume of information processing, the need for quick decision-making, transparency of internal processes, and the relevance of flexible and adaptive management models in a rapidly changing labor market.

The study outlines the key benefits of implementing digital HRM systems, including the automation of administrative tasks, improved accuracy of documentation, cost optimization, enhanced internal communication between management and employees, and the formation of a positive employer image. HR digitalization's main directions are recruiting using social networks and AI algorithms, HR analytics for strategic decision-making, gamification to boost employee motivation, the implementation of self-service systems, and electronic document management.

The article analyzes modern digital platforms widely used by Ukrainian companies, such as Zoho People, Hurma System, Bitrix24, PeopleForce, and Work.ua HRM. A brief description of each platform's functional capabilities and advantages for domestic businesses is provided.

Special attention is given to the challenges accompanying HR digital transformation, including high initial costs, employee resistance, the need for staff training, data leakage risks, and the necessity of continuous technical support. The article describes the strategic implementation stages of HRM systems, from auditing current processes to testing, launching, and monitoring results.

International experience in HR digitalization is also presented, covering the use of artificial intelligence for resume analysis, blockchain for personal data protection, biometrics for employee attendance control, and LMS platforms for continuous learning.

The article concludes that the prospects for HR digitalization lie in the further development of mobile services, personalized AI assistants, deep integration of HR with enterprise ERP systems, enhanced cybersecurity, and the use of augmented reality in training. It is emphasized that the combination of technological excellence and a human-centered approach will ensure sustainable business development in the digital era.