Socio-Economic Aspects of Digital Maturity Management of HR-System in Transport Company

Purpose: The purpose of the study is to identify digitalization trends among staff members and to determine the level of digital workload for personnel in the field of human resource management (HRM) in a transport organization using the example of JSC “Russian Railways”. Design/methodology/approach: Formalized and non-formalized surveys of HR employees at various levels in Russian Railways, observation and studies of the transport industry through the analysis of statistical reports by Deloitte, KMNDA, Mckinsey, comparison of digital development theories in organizations in order to identify key characteristics of assessing the level of digital maturity. Findings: The study shows on the example of the studied company that the level of digital maturity can vary at different levels of management and depending on the level of units in the structure of the company. Moreover, it identified the resources to which there is unequal access. Also for Russian Railways, it is advisable to optimize organizational and managerial processes and information processing procedures at all levels, before moving to a higher level of digitalization, otherwise this lead to digital overload. Originality/value: The implementation of the digitalization process is connected with the work of the personnel unit and the organization of a convenient digital environment for employees. The allocation of the digitalization process of the personnel management system contributes to the development of digital thinking of human resources in general enhances cooperation within the organization and promotes the implementation of the best digital solutions. Thus, providing high quality HR-processes and their significant contribution to business performance.