The article analyzes the Russian labor market and considers organizations that are forced to adapt to existing realities, attract and retain qualified personnel, including in conditions of limited resources. In addition, there is a persistent trend towards automation of many HR management processes, which has practically stopped in the past few years. In particular, the functions of recruitment, selection, hiring, adaptation and training of personnel are automated. Automation of the performance of functions, including HR management functions, becomes an additional incentive for personnel in the event that a significant increase in the amount of material incentives is impossible. General trends allow us to conclude that investments in the automation of HR management functions are generally growing. At the same time, automation has become multifaceted. The automation process is associated with the need to combine information systems, the involvement of the organization’s management and personnel, the development of a methodological base, and the solution of integration issues. The size of organizations affects which risks and problems are most relevant for organizations. Large organizations experience difficulties due to the inclusion of new automated systems in the general integrated information system of the corporation due to the territorial dispersion and remoteness of the company’s offices.