The integral model of human and process capital in labor quality management in the digital economy

In the context of accelerating digital transformation, the ability of personnel to adapt quickly, innovate, and effectively use digital tools has become a key condition for organizational competitiveness. This article presents and empirically validates the Integral Model of Human and Process Capital(IMHPC) developed as an analytical tool to assess employees’ competencies and the maturity of digital business processes. The purpose of this study is to provide a theoretical justification and empirical verification of the IMHPC as a tool for measuring human and process capital and analyzing their synergistic interaction within the framework of labor quality management in the digital economy. The working hypothesis suggests that the targeted development of human capital, supported by systematic diagnostics and managerial feedback, contributes to the growth of process capital and leads to the formation of a sustainable synergistic effect between them. A quasi-experimental design with repeated measurements was implemented based on a sample of 15 IT specialists divided into three groups with different levels of developmental interventions. This model allows calculating two key integral indices: the Integral Human Capital Index (IHCI) and the Integral Process Capital Index (IPCI), which together provide the dynamic evaluation of the human-process relationship. Empirical findings confirm the high sensitivity and practicality of the IMHPC. The intensive development group (G2) demonstrated a 64.74 % increase in IHCI and a 70.67% increase in IPCI, accompanied by substantial improvements in product metrics (a 28% reduction in time-to-market and a 35 % decrease in the defect rate). The results demonstrate that the integration of IMHPC into HR analytics systems can facilitate a transition from reactive to proactive labor quality management. The proposed model has significant practical relevance for organizations undergoing digital transformation, enabling datadriven decision-making and the formation of adaptive, innovation-oriented HR systems.