The Managerial Legacy of Human Sciences Russian School in the Age of AI: From the Concept of Personnel Management to the Social Parameters of the Civil Service Digital Transformation

The relevance of the study is driven by the need to effectively manage the manifestations of key social parameters of digital transformation in public organisations in the age of algorithmisation: the changing professional roles of civil servants, the transformation of organisational culture, and the emergence of new models of interaction between civil servants and algorithmic systems. The article attempts to reassess the theoretical heritage of the Russian school of human sciences in relation to these parameters. The author proceeds from the assumption that the fundamental ideas formulated by I.M. Sechenov, V.M. Bekhterev, I.P. Pavlov, A.A. Bogdanov and V.A. Bazarov in the second half of the 19^th – early 20th centuries not only chronologically anticipated many Western management doctrines, but also retain methodological value for addressing the challenges faced by contemporary public service personnel management. Three managerial gaps between contemporary public service management practices in the age of AI and unresolved problems are identified: the activity gap, the motivational gap, and the institutional gaP. Each of these three managerial gaps can be bridged by drawing on the ideas of Russian scholars. Based on the analysis of historical primary sources, five key principles are identified that form an integral system of personnel management in public organisations: active recovery through the change of activity (I.M. Sechenov); goal-setting as a socially formed mechanism (I.P. Pavlov and V.M. Bekhterev); continuity and anticipatory nature of training, comprehensive development; and systematic organisational change (A.A. Bogdanov and V.A. Bazarov). The conclusion is drawn on the necessity of reintegrating the heritage of the Russian school of human sciences into contemporary public service HR management practice as a methodological resource that allows building a system of civil service personnel management capable of meeting the challenges of the digital age and taking into account the institutional specificity of the domestic system of governance.

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