COMPREHENSIVE HR ASSESSMENT MODEL UNDER RISK: PERFORMANCE, RESILIENCE, AND VALUES

Abstract

Introduction. The war in Ukraine, large-scale mobilization, internal displacement, and socio-economic uncertainty have significantly altered the functioning of national labor markets and HR management systems. Traditional assessment approaches such as KPI, ROI, or standard HR audits prove insufficient in capturing psychosocial risks, value shifts, and human capital vulnerabilities. This calls for a fundamentally new model of HR assessment aligned with national resilience and cultural identity. Purpose. The purpose of the article is to conceptualize a dual-index model of human resource assessment based on the integration of performance (HREI) and resilience (HRI) indicators, grounded in a Ukrainocentric value-based perspective. The model aims to reflect both economic effectiveness and the adaptive, psychological, and cultural sustainability of HR systems under conditions of national stress and institutional transformation. Methods. The study applies a synthesis of strategic HRM, behavioral economics, risk-based HR approaches, and cultural studies. The proposed model includes a combination of quantitative and qualitative indicators structured into two interrelated indices: HREI (Human Resource Effectiveness Index) and HRI (Human Resource Resilience Index). The conceptual framework relies on systems thinking, HR analytics, and scenario forecasting under conditions of external and internal uncertainty. Results. The HREI index integrates financial metrics (productivity, ROI, personnel cost structure) with value-sensitive indicators (employee trust, cohesion, cultural alignment). The HRI index reflects emotional sustainability, motivational regulation, and patriotic resilience. Together, they form a complex diagnostic model for identifying organizational risk zones, HR erosion patterns, and anchor points of internal stability. The proposed model supports the development of HR strategies that are not only effective but also socially responsible and value-driven. It is especially relevant for enterprises functioning under stress, including military, relocated, or recovery-phase organizations. Conclusion. The article introduces a novel Ukrainocentric model of HR assessment that balances performance and resilience through a values-oriented lens. This approach strengthens the role of human capital in national recovery and provides tools for early risk detection and strategy calibration. Future research directions include the digital implementation of the model in HRIS systems and the refinement of indicator sets through empirical validation.