Аннотация
The article examines the transformation of human resource management in the context of global talent migration. The relevance of the study is determined by increasing international competition for qualified specialists, the growing shortage of skilled personnel, and changing requirements for employees’ competencies. The purpose of the study is to identify the main directions of change in HR practices under the influence of international talent mobility, as well as to substantiate approaches to attracting, adapting, developing, and retaining qualified personnel. The study employs systemic, comparative, and analytical methods, a review and synthesis of scientific literature and analytical materials of international organizations on migration, the labour market, and human capital management, as well as a comparative analysis of secondary country-level data from the Global Talent Competitiveness Index 2025. As a result of the study, the key factors of talent migration were identified, including economic, professional, educational, institutional, socio-cultural, technological, and network-related conditions. It is shown that effective human resource management under new conditions requires a transition from traditional personnel administration to strategic human capital management. Particular importance is attached to skills-based hiring, digital HR tools, recognition of foreign specialists’ qualifications, intercultural adaptation, continuous learning, and personnel retention programmes. The significance of the study lies in systematizing modern approaches to talent management and substantiating the need to consider migration not only as a risk of human capital outflow, but also as a source of knowledge circulation, professional networks, and innovative development of organizations.