TRANSFORMATION OF SOCIALLY RESPONSIBLE HUMAN RESOURCE MANAGEMENT STRATEGY FOR ENTERPRISES IN POST-WAR RECOVERY CONDITIONS

Abstract

Classical models of corporate social responsibility, previously focused mainly on external PR and episodic charity, are losing their effectiveness in the context of post-war economic recovery characterized by systemic traumatization of society, the critical shortage of qualified personnel, social demands for veteran reintegration, changing values, economic instability, and limited resources. The article explores the paradigmatic transformation of socially responsible human resource management strategies in the post-war period, shifting from the model of minimization of social costs to the strategy of human sustainability. The study uses a systemic approach to decompose the components of a socially responsible human resource strategy; a comparative analysis method to identify a paradigm shift from a reputational model to a human sustainability strategy; and logical-structural modeling to substantiate the mechanism for converting social risks into competitive advantages. The theoretical framework integrates human capital theory and ESG investing principles. The article defines the essence of an adaptive strategic toolkit for socially responsible human resource management that integrates veterans' experience, inclusivity, and proactive reskilling directly into business processes. This toolkit allows the transformation of the systemic post-war social challenges into factors shaping organizational resilience and intangible assets. The study substantiates the logical model of the synergistic effect, where socially responsible human resource management serves as a driver of organizational resilience and enterprise capitalization through the growth of ESG goodwill. The findings provide business leaders and HR directors with an applied logic framework for transforming social challenges into strategic competitive advantages. The implementation of the proposed model not only ensures the physical and mental preservation of human capital, but also forms a system of organizational resilience capable of withstanding future macroeconomic shocks.