Transformation of Human Resources Management Solutions as a Strategic Tool for GIG Workers Contracting

2021 ◽  
pp. 185-207
Author(s):  
Malek B. Elayan
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Digital Technologies ◽  
Digital Transformation ◽  
Strategic Decisions ◽  
Resources Management ◽  
Development Stages ◽  
Multiple Dimensions ◽  
Employee Needs ◽  
Work Management

Recently, organizations are becoming more intelligent, flexible, and efficient by using new digital technologies in human resources management (HRM). The HRM solutions are considered as an important source to support strategic decisions, create value within and across organizations for employees and management. Today, organizations are facing challenges for gig workers to retain the level of progression and development required for business continuity. Gigs are generally self-employed who are very hard to manage without having a solid e-HRMS that can fulfill their needs in addition to the permeate employee needs as well. The main objective of this chapter is to highlight digital transformation in HRM and dive into the e-HRM concept, development stages, types, and strategies. In addition, it shows how e-HRM contributes to increase the effectiveness of human resources. It will also discuss multiple dimensions about the gig work management (GWM) including the contracting methodologies, policies, and behaviors that the e-HRM need to consider for the gig workers.

Transformation of Human Resources Management Solutions as a Strategic Tool for GIG Workers Contracting

2022 ◽  
pp. 711-734
Author(s):  
Malek B. Elayan
Keyword(s):  
Human Resources ◽  
Human Resources Management ◽  
Digital Technologies ◽  
Digital Transformation ◽  
Strategic Decisions ◽  
Resources Management ◽  
Development Stages ◽  
Multiple Dimensions ◽  
Employee Needs ◽  
Work Management

Recently, organizations are becoming more intelligent, flexible, and efficient by using new digital technologies in human resources management (HRM). The HRM solutions are considered as an important source to support strategic decisions, create value within and across organizations for employees and management. Today, organizations are facing challenges for gig workers to retain the level of progression and development required for business continuity. Gigs are generally self-employed who are very hard to manage without having a solid e-HRMS that can fulfill their needs in addition to the permeate employee needs as well. The main objective of this chapter is to highlight digital transformation in HRM and dive into the e-HRM concept, development stages, types, and strategies. In addition, it shows how e-HRM contributes to increase the effectiveness of human resources. It will also discuss multiple dimensions about the gig work management (GWM) including the contracting methodologies, policies, and behaviors that the e-HRM need to consider for the gig workers.

HUMAN RESOURCES MANAGEMENT IN THE CONTEXT OF DIGITAL TRANSFORMATION OF THE ECONOMIC ENVIRONMENT

2021 ◽  
Vol 1 (12) ◽  
pp. 51-56
Author(s):  
Yuri O. Kolotov ◽  
◽  
Anastasia V. Sharopatova ◽  
Alyona E. Salamova ◽  
◽  
...  
Keyword(s):  
Human Capital ◽  
Human Resources ◽  
Development Strategy ◽  
Intellectual Capital ◽  
Human Resources Management ◽  
Industrial Relations ◽  
Digital Transformation ◽  
Competitive Advantages ◽  
Resources Management ◽  
Modern Enterprise

One of the most important assets of a modern enterprise is human capital and its development opportunities. The need to maintain intellectual capital is due to the introduction of new technological solutions and changes in industrial relations. There is a transformation of the management environment, which focuses on intangible assets and thereby moves to competitive advantages. Within the framework of this article, the peculiarities of regulation and methods of human resources management at the enterprise in the conditions of digitalization are studied. The characteristic of the involvement of domestic enterprises in the HR development strategy is given.

scholarly journals Digital Transformation and Its Impact on Strategic Supremacy Mediating Role of Digital HRM: an Evidence From Palestine

2022 ◽  
Vol 19 ◽  
pp. 197-221
Author(s):  
Ohoud Khatib ◽  
Khaled Alshawabkeh
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
Digital Transformation ◽  
Resources Management ◽  
Digital Human ◽  
The Impact ◽  
The Relationship

This study aims to identify the impact of digital transformation in achieving strategic sovereignty in a world that is intensely competitive and in a digitalized era. In the study, the human resource management variable serves as an intermediary variable in the relationship between digital transformation and strategic leadership. The study population consists of (420 top and middle) managers in two mobile telecommunications companies in Palestine, namely: Jawwal and Ooredoo. The study is based on the quantitative approach using a proportional stratified sample, as a 201- item questionnaire is developed using the Seven-Point Likert Scale to study the three variables. The independent variable is digital transformation and its dimensions (Business Model, Customer Experience, Digital Processes, and Impact on People), while the dependent variable is Strategic Supremacy including its three dimensions (Scope of Influence, Competitive Configuration, and Competitive Compression), while digital human resources management serves as an intermediate variable. The data contained herein is analyzed by the Smart PLS Program - structural equation modelling (Second Order). The study shows a positive and good impact of digital transformation on strategic supremacy. The same applies to the impact of digital human resources management thereon. The study concludes that even though digital transformation has a very good impact on human resource management, digital human resources management is a mediating variable in the relationship between digital transformation and strategic supremacy, or even a partial mediator.

DIGITALIZATION IN HUMAN RESOURCES MANAGEMENT OF THE EDUCATIONAL ORGANIZATION

2019 ◽  
pp. 174-177
Author(s):  
E.A. Ilyina
Keyword(s):  
Human Resources ◽  
Digital Control ◽  
Human Resources Management ◽  
Digital Technologies ◽  
Educational Process ◽  
Digital Environment ◽  
Educational Organization ◽  
Resources Management ◽  
State Pedagogical

Digitalization of educational organization activity allows raising its activity efficiency by inclusion of all links of educational process in the uniform digital environment. In human resources management digital technologies form transparent, consecutive and measurable managerial processes by the employees of educational organization. In the article the system of digital control of the higher school on the example of Chuvash I.Yakovlev State Pedagogical University is considered.

Scaling the processes of human resources management of the organisation in the conditions of digital transformation

2021 ◽  
pp. 5-13
Author(s):  
A. L. Denisova ◽  
A. S. Bunkin
Keyword(s):  
Human Resources ◽  
Business Models ◽  
Human Resources Management ◽  
Business Environment ◽  
Digital Transformation ◽  
Resources Management ◽  
Management Personnel ◽  
Management Processes ◽  
The Russian Federation ◽  
The One

In the context of the digital transformation of the economy, the processes of managing the human resources of an organisation are of particular importance as the basis for achieving operational efficiency in a highly dynamic business environment. At the same time, the existing practice of human resource management in organisations shows that the human resources management system in the context of digital transformation requires special attention from the standpoint of scaling. This paper discusses the issues of scaling the processes of managing the human resources of an organisation in the context of digital transformation, the analysis and accounting of which will increase, on the one hand, the efficiency of the organisation, on the other hand, the motivation and involvement of employees in the work process. The research paper pays special attention to the Program for the training of management personnel for organisations of the national economy of the Russian Federation from the standpoint of scaling the processes of managing the human resources of an organisation in the context of digital transformation. Systematic studies of the scaling of the organization’s human resources management processes in the view of digital transformation will determine both new approaches and technologies for human resources management and the processes of changing the organisation’s business models.

scholarly journals CONCEPTUAL MODEL OF HUMAN RESOURCES MANAGEMENT AND PROJECT MANAGEMENT FOR AN SOFTWARE DEVELOPMENT

2020 ◽  
pp. 150-163
Author(s):  
Aleksandr Chugunov ◽  
◽  
Keyword(s):  
Project Management ◽  
Software Development ◽  
Human Resources ◽  
Russian Federation ◽  
Human Resources Management ◽  
Analysis Data ◽  
Digital Transformation ◽  
Resources Management ◽  
Market Growth ◽  
Development Organization

The article provides an analysis of digital economy level in the Russian Federation, based on I-DESI index and software development was singled out as the most important industry for digital transformation. The importance stimulated by market growth dynamic and Russian Federation IT market product structure. An analysis of possibility using workflow based on data and data mining with according to software development specific are produced in the article. After the analysis there are conclude that digital transformation in software development are possible. Then generalized model of human resources management and project management for a software development organization is produced. Human resources management and project management in software development organization often executed manually and not effective. With this in mind produced model contains intelligence decision support system as crucial element in management and assumes using current operation tools. The model using can increase software development organization effectiveness and increase the process standardization due to base the process on accumulating and analysis data.

DEVELOPMENT OF NATIONAL SYSTEM OF QUALIFICATIONS IN RUSSIAN FEDERATION: PRACTICE OF APPLICATION OF PROFESSIONAL STANDARDS

2016 ◽  
Vol 5 (6) ◽  
pp. 41-47
Author(s):  
Бутова ◽  
S. Butova ◽  
Скачкова ◽  
Liudmila Skachkova ◽  
Несоленая ◽  
...  
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Russian Federation ◽  
Human Resources Management ◽  
Professional Standards ◽  
Resources Management ◽  
Development Stages ◽  
National System ◽  
National Qualifications Framework ◽  
The Russian Federation

Currently, human resources management system in the Russian Federation at the micro and macro levels has serious transformation in connection with the formation and development of the National Qualifications Framework: professional standards were put in July 2016; national system of assessment of qualifications will start function in January 2017. The article provides an overview of national qualifications systems, including the European Qualifications Framework. The authors analyze the causes of the development stages and implementation of professional standards in Russia; present in detail the problems of implementation and use of professional standards in the practice of human resource management of modern organizations.

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