Data Usage in Talent Management – Challenges for SMEs in the Field of Skilled Crafts

The main purpose of this study is to analyze the main challenges and opportunities in the context of the application of innovative technologies in the management of talent in small and medium-sized enterprises. The systematization of literary sources and approaches has shown that the complexities of talent management processes in the personnel management system are related to the consequences of socio-economic, demographic and climate change in society, the activation of globalization processes, and the rapid development of information technologies. The article analyzes the impact of digitization on the talent management process, as well as identifies the main factors that impede the transition of small and medium-sized enterprises to the use of HR software solutions. Methodological support for the study involves the use of methods of bibliometric analysis and predictive analytics. The subject of the study is the activities of small and medium-sized enterprises operating in the field of crafts in Germany. It is empirically proven that the sole proprietor of the company is the sole owner of the company when deciding on the use of innovative technological approaches to the talent management process in small and medium-sized enterprises. It is substantiated that the results obtained through data analysis using software products play an important role in reducing the risk of making erroneous decisions, especially in the talent management process. In the course of the research it is established that the use of information technologies of data processing allows to determine the level of qualification of employees, their psychophysiological parameters, as well as to monitor the dynamics of changes of certain professional characteristics. The main threats and challenges arising from the use of information systems with elements of artificial intelligence of data processing, when managing talents, are highlighted in the work. The results presented in this paper can be useful for small and medium-sized business leaders as well as for industry-specific agencies to promote the practice of using innovative technological approaches to enterprise talent management.