scholarly journals Human resources management in the conditions of digital transformation

2020 ◽  
Vol 6 (Extra-C) ◽  
pp. 12-18
Author(s):  
Tatyana Victorovna Bessonova ◽  
Olga Nikolaevna Goryacheva
Keyword(s):  
Personnel Management ◽  
Digital Literacy ◽  
Human Resources Management ◽  
Digital Transformation ◽  
Practical Significance ◽  
Technical Equipment ◽  
New Development ◽  
Starting Conditions ◽  
Development Paradigm

This paper analyses the starting conditions and significant factors for this transition. The state of the technical equipment of enterprises and the conditions of readiness for digital modernization deserve special attention. The relevance of the work is associated with an understanding of the importance of technical mobility demonstrated by workers, awareness of a change in their attitude to the digital paradigm, which paved the way for digital transformation from new worldview positions. The paper examines the readiness of the transition from digital literacy of workers to digital transformation in enterprise personnel management. The purpose of the work is to identify the attitude towards the digital transition in personnel management of the enterprise, changes in working conditions, considering the new challenges of our time. The practical significance of the research is related to the study of the relationship between the phases of industrialization and the development of digitalization. The role of the inevitable digital transformation as a new development paradigm in enterprise personnel management has been substantiated.    

Modern problems and challenges of human resources management in international organizations

2021 ◽  
pp. 86-90
Author(s):  
M.S. Safarli ◽  
Keyword(s):  
Human Resources ◽  
Personnel Management ◽  
International Organizations ◽  
Human Resources Management ◽  
International Organization ◽  
Special Role ◽  
Resources Management ◽  
Research Challenges

Researched is the problem of management of human resources in international organization, that is significantly different from human resources’ management in own country. The article discusses issues, related to personnel management in international enterprises. The purpose of the article is to identify factors that influence personnel management in the international aspect, and also to research challenges and problems, associated with them. On results of the analyses, offered are measures, as to solution of showed up challenges and problems, and also point out the special role of cadre departments in solution of this problem.

ROLE AND VALUE OF DIGITAL LITERACY

2020 ◽  
Vol 20 (2) ◽  
pp. 43-50
Author(s):  
Salidin Kaldybaev ◽  
◽  
Ainura Orozbaeva ◽  
Keyword(s):  
Information Technology ◽  
Digital Literacy ◽  
Digital Transformation ◽  
Point Of View ◽  
Mobile Technologies ◽  
Young Generation ◽  
Computer And Information Literacy ◽  
Constituent Elements ◽  
Role Of Information

The article analyzes the importance of informatization of education in Kyrgyzstan, the role of information technology in improving the lives and activities of citizens. Informatization of education is a factor in the development of the education system as a whole. It allows the young generation to learn the capabilities of information technology, acquire skills and their application in life situations. The article traces the development of the concept of computer and information literacy, the constituent elements of these concepts. The development of mobile technologies, the adoption of conceptual documents on digital transformation made it possible to talk about the need to ensure digital literacy of citizens. The content of the concept of “digital literacy”, the point of view of researchers on this issue, and the varieties of this concept are analyzed.

scholarly journals Digital Transformation of HR Technologies

2021 ◽  
Author(s):  
T.V. Suvalova ◽  
O.S. Suvalov ◽  
E.V. Kashtanova
Keyword(s):  
Personnel Management ◽  
Employee Training ◽  
Digital Transformation ◽  
Software Training ◽  
Personnel Assessment ◽  
Personnel Recruitment ◽  
Management Processes ◽  
E Learning ◽  
Mass Recruitment

This article involves a study of the personnel management technologies digitalization degree based on the results of the SAP, Deloitte and Hays report, published in 2019. The analysis demonstrated HR automatization dependence on the size and specialization of organizations. The larger the company, the more complex personnel management processes are. The article defines four digitalization levels from the paper approach to the active use of artificial intelligence systems. Industries with the highest automatization percentage are identified. The article takes a closer look at personnel recruitment, selection, adaptation and training practices performed with the use of appropriate tools and programs. Among the most laborious recruitment functions stand communication with potential candidates, testing and interviewing, especially in cases of mass recruitment. Specialized programs that process CVs, build ratings, conduct video interviews and online testing to optimize recruiter’s work. The advantages of chatbots and messengers for adaptation digitalization are pointed out. Most executives have a positive attitude to the transition to new automated HR methods. The role of e-learning and software training is outlined, and the advantages of webinars, test constructors, and distance learning implementation are analyzed. It is noted that one third of Russian companies are actively automatizing employee training and development technologies. The article also highlights the most important personnel management processes that demand digital transformation in the first place. The automatization necessity of management accounting, effectiveness analysis of the current HR system, and benefits calculation is justified. Gamification advantages are outlined, as they are used in adaptation, training and personnel assessment processes. Senior management, HR executives and information services role in moving to a new level of personnel management is emphasized. VTB, VTB 24 and Sberbank spendings on automated HR systems are reasoned. Conclusions on the need to invest in digital transformation of HR processes are drawn. Keywords: personnel management, technologies, digitalization, process

Understanding the role of employees in digital transformation: conceptualization of digital literacy of employees as a multi-dimensional organizational affordance

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Dilek Cetindamar Kozanoglu ◽  
Babak Abedin
Keyword(s):  
Digital Literacy ◽  
Enterprise Systems ◽  
Digital Technologies ◽  
Digital Transformation ◽  
Organizational Level ◽  
Affordance Theory ◽  
Content Type ◽  
Individual Level ◽  
The Individual

PurposeMuch of recent academic and professional interest in exploring digital transformation and enterprise systems has focused on the technology or the organizations' external forces, leaving internal factors, in particular employees, overlooked. The purpose of this paper is to explore digital literacy of employees as an organizational affordance to capture contextual factors within which digital technologies are situated and are used.Design/methodology/approachWe used the evidence-based practice for information systems approach, and undertook a systematic literature review of 30 papers coupled with brainstorming with 11 professional experts on the neglected topic of digital literacy and its assessment.FindingsThis paper draws upon affordance theory, and develops a novel framework for conceptualization of digital literacy of employees as an organizational affordance. We do this by distinguishing digital literacy at the individual level and organizational level, and by assessing digital literacy through Information/Cognitive and Social Practice/Articulation affordances.Research limitations/implicationsThe current paper contributes to the notion of organizational affordances by examining the effect of interactions between employee-technology through digital literacy of employees in using digital technologies. We offer a novel conceptualization of digital literacy to improve understanding of the role of employee in digital transformation and utilization of enterprise systems. Thus, our definition of digital literacy offers an extension to the recent discussions in the IS literature regarding the actualization of affordances by bringing a lens of employees into the process.Practical implicationsThis paper operationalizes digital literacy at organizational and individual levels, and offers managers a high-level tool to assess digital literacy of their employees. By doing so, managers can achieve the fit between employees' capabilities and digital technologies that will improve affordance actualization and support their digital transformation initiatives.Originality/valueThe study is one of early attempts to apply and extend affordance theory on digital literacy at organizational level by not limiting the concept to the individual level. The proposed framework improves the communication among researchers and between researchers and practitioners.

scholarly journals Inspiracje kultury w tworzeniu aksjologii nowego paradygmatu rozwoju

2021 ◽  
Vol 22 (3) ◽  
pp. 277-303
Author(s):  
Tadeusz Borys
Keyword(s):  
Point Of View ◽  
Public Institution ◽  
Value Systems ◽  
Management Systems ◽  
New Development ◽  
Positive Assessment ◽  
Definition Of ◽  
Development Paradigm

Inspirations of Culture in Creating the Axiology of a New Development Paradigm A positive assessment of changes from the point of view of a specific axiological system is a consti­tutive attribute of the definition of development which determines the relativism or uncondition­al nature of the development category and its new paradigms. In creating this system, an inspir­ing – although not always unambiguous – role is or should be played by culture. Culture also plays such a role in creating the quality of life. The article presents the main channels of the axiological impulses of culture as a carrier and creator of value systems. The identification of these channels is the main goal of this work. It shows the process of extending the dimensions of the new develop­ment paradigm and the role of culture in this process. The final part of the article illustrates this is­sue with the example of public policies and organisational culture. Furthermore, the author identi­fies axiologically diverse choices relating to the basic attributes of this culture, which are illustrated in the approach of an organisation (an enterprise or a public institution) to the category of respon­sibility, fairness or trust, and management systems, including the style of personnel management in the context of the leadership empowered in the organisation.

scholarly journals Digital Transformation: Challenges for Human Resources Management

2021 ◽  
Vol 7 (1) ◽  
pp. 365-375
Author(s):  
Anton Florijan Barišić ◽  
Joanna Rybacka Barišić ◽  
Ivan Miloloža
Keyword(s):  
Human Resources ◽  
Organizational Performance ◽  
Performance Management ◽  
Employee Engagement ◽  
Business Models ◽  
Human Resources Management ◽  
Digital Transformation ◽  
Employee Relations ◽  
Future Research

The global economic situation and need to be better prepared for competitive challenges put pressure on modern companies to shift toward automation and digitalization. As a consequence of rapid technological development and the speed of change and therefore forced transformation of business models and work design, organizations are faced with a need for a massive change of features and an extended role of HR management processes. To be able to drive future organizational performance, HR leaders and professionals are required to make changes in the skills and competencies they have and to acquire and possess new ones. The critical components of a digital transformation strategy that can help achieve a competitive advantage are human capital, intellectual capital, and knowledge. The purpose of this paper is to explore and elaborate on the contemporary position and the changing function of HRM in light of digital transformation. In that sense, a comprehensive analysis of available literature has been conducted addressing the domains of HR planning, reward management, performance management, employee engagement, training and development, health and safety, employee relations, as well as their change under the influence of digital transformation. As the main conclusion of this research, it can be stated that although digitalization, i.e., digital transformation, strongly affects HR practices and procedures specifically by using human resources information systems, the role of HR in contributing to the digitization strategy is not sufficiently emphasized. However, it can be argued that the results of this research represent a valuable contribution to future research and can certainly be an important benchmark for organizations when preparing strategies to respond to the challenges of the digital age. This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.

scholarly journals The Role of Food Energy Technologies in Solving Global Mankind Problems

2021 ◽  
pp. 99-110
Author(s):  
Oleg Burdo ◽  
Keyword(s):  
Food Industry ◽  
Raw Materials ◽  
Practical Significance ◽  
Process Time ◽  
Energy Impact ◽  
Energy Technologies ◽  
Global Problems ◽  
Club Of Rome ◽  
Development Paradigm

The analysis of the Club of Rome global forecasting mode was carried out. A critical analysis of the Club of Rome activity was given. The purpose of the work is to establish the tasks of the food industry in solving the global problems of mankind. It is noted that the global crises (energy, ecology and food) are most clearly manifested in the food industry. To achieve this goal, a scientific and technical idea has been proposed that to solve the global problems the innovative technologies must be involved, which were not considered at all in the Club of Rome projects. The human development paradigm was formulated, considering the modern advances in science, technology, and nanotechnology. It was substantiated that the nanotechnology use in the food industry is attractive because the food raw materials are nano-sized structures created by nature. Local energy impact on nano-sized elements of the food raw materials can shorten the process time by the orders of magnitude. Such impacts are referred to as "nanoenergy technologies". The most significant result of the work was that the possibility was shown to control the development of the worst global crises by transferring the food industry onto the rails of the "nanoenergy technologies" and thus postpone the crises for another 10-40 years. The scientific significance of the obtained results was that such new effects as "barodiffusion" and "mechanodiffusion" were used in the work. The practical significance of the work was that a technological line for deep processing of food waste was proposed

BİLGİ YÖNETİMİ UYGULAMALARI KAPSAMINDA İNSAN KAYNAKLARI YÖNETİMİNDE MEYDANA GELEN DEĞİŞİMLER

2013 ◽  
Vol 1 (1) ◽  
pp. 83
Author(s):  
Ozan Büyükyılmaz
Keyword(s):  
Knowledge Management ◽  
Human Resources ◽  
Performance Management ◽  
Management Practices ◽  
Human Resources Management ◽  
Management Strategies ◽  
Resources Management ◽  
Management Philosophy ◽  
Management Processes

The development and expansion of knowledge management as an important management philosophy has a significant impact on human resources management as well as on organization as a whole. In this context, knowledge management processes have been used as a strategic tool within human resources management.Therefore, functions of human resources management must adapt itself to this change. The purpose of this study is to determine the role of human resources management in the management of knowledge and to reveal the effects of knowledge management practices on the functions of human resources byexamining the relationship between human resources and knowledge management. In this context, a theoretical investigation was conducted. It has been determined that significant changes occurred on the functions of human resources management such as selection and recruitment, performance management, remuneration and reward, training and development within the framework of the knowledge management strategies.

Sign in / Sign up

Export Citation Format

Share Document