Digital Transformation of Human Resource Management in the Context of the Sustainable Development Goals: Challenges and Prospects

Abstract

Introduction: Digital transformation is fundamentally reshaping the traditional model of human resource management. Human resource information systems, artificial intelligence, human resource analytics, e-recruitment, digital learning, and algorithmic decision support enable organizations to improve workforce planning, reduce administrative costs, and make human resource policies more data-driven. However, digitalization focused solely on efficiency may also be associated with algorithmic bias, increased employee surveillance, data privacy concerns, digital inequality, job transformation, and professional alienation. This article aims to analyze the role of the digital transformation of human resource management in achieving the United Nations Sustainable Development Goals and to identify its key opportunities, risks, and governance requirements. Methods: A structured narrative review approach was used, integrating contemporary academic literature with policy documents from the United Nations, the World Health Organization, and the International Labour Organization. Results: The review demonstrates that digital human resource management is closely linked to the Sustainable Development Goals. Its contribution to sustainability depends on achieving an appropriate balance between technological efficiency and human-centered governance. Particularly in the healthcare sector, digital human resource management may serve as an important tool for addressing workforce shortages, strengthening professional competencies, improving staff retention, and promoting a more equitable geographical distribution of health workers. Conclusion: The article proposes a five-dimensional framework for sustainable digital HRM, integrating digital efficiency, human sustainability, inclusiveness, environmental responsibility, and accountable digital governance.