Digital Human Resource Management and Its Impact on Organisational Performance

 Digital Human Resource Management and Its Impact on Organisational Performance

The rapidly advancing technology has changed the lifestyle of people thus changing the society. Organisations also need to embrace the change and adjust to the flow to survive and stay relevant in the competitive industry. In the present digital world computer has taken over most of the manual work (Coster & Westelius , 2016).

Smart computer program such as Artificial Intelligence (AI) has taken over non-repetitive intellectual work which access large capacity of Data, also known as “Big Data” (Makridakis, 2017). Digitalisation invade everything that can be degitalised , not only human interaction and society also the operating system of organisation (Larkin, 2017).

 To do a comprehensive transformation from standard Human resource management to Digital Human resource management, organisation must comply human resource policies and procedures which have incorporated digital practices, also need to find a best approach to execute human resource practices.

As per Maditheti (2017) digital human resource management is managing human resource using technology through applications and internet. According to study conducted at Sub-Saharan African Universities discovered that most of the employees believe that Electronic Human Resource (E-HRM) would enhance their performance (Betchoo, 2016).

Tripathi and Kushwaha (2017) recommend organisation incorporating digital features to Human resource practices since it has become more popular. According to study done by Fedorova et al. (2019) indicate that digitalising Human resource tasks can remove repetitive tasks as well as can minimize human error in practices.

How Digital Human Resource operate

As Schwab (2016) mentioned the digitalisation have changed the social and organisation structure immensely, in order to stay relevant in digital world organisation need to embrace and adhere, specially the human resource management aspect. As a example, when it comes to recruitment process if organisation follow the traditional recruitment, can only reach out to limited audience but with the developed social media networks, recruitment team can reach out to wider audience (Nawaz,2019).

Another area Human resource management can use technology is learning and development, learning process can be easily accessible to the employee and even remote working employee could access the training program without physically attending. Furthermore, employee information systems is strategic tool for organisation and can enhance the performance of employee (Nawaz and Gomes ,2017).

Benefits of the Digital Human Resource Management

• Digital Human resource management can assist leaders and employees to adapt into digital world. Human resource can implement learning and workshops related to Digital Business tools and programs where employees can educate themselves on digital apps and tools.

• Human resource management can develop digital platform which can be used communicate between employees and business leaders. This kind of platform will help the employee to feel sense of belonging in the organisation and employee would get motivated which can help enhancing their performance.

Challenges of Digital Human Resource Management

• Understanding Digitalisation

• Adapting to the new role

• Agility

• Exploring and developing digital competencies

• Implementing organizational change

• Dealing with new employment form

Digital Human Resource Management has become need of present digitalized business world. Organisation need to be adapted in to digital transformation to gain competitive advantage and stay relevant in industry.

Reference

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