Digital Transformation Journey of HR

Big data and artificial intelligence (AI) technologies have changed how we live, how we work, and how we organize businesses. Thus, it is no surprise that it is also changing how we manage human resources (HR). For HR leaders, digital transformation is a very hot topic, having the potential to create high value for businesses. First, HR can transform all functions, processes, and systems by leveraging digital platforms and applications. Second, HR can lead business digitalization, enabling a compelling employee experience where a digital culture, a digital workplace, and digital management are welcomed. To provide a more pragmatic perspective, this chapter discusses digitalization of HR with big data and artificial intelligence (AI) technologies and identifies key digital HR strategies and roles needed to sustain the digital transformation. Also, this chapter presents the advantages of digital HR and the basic pitfalls HR faces in the digital transformation of HR.

“I am What I ought to Be”: Women Cyberslacking in Ethiopian Public University

Today, the Gen ‘Y’ (born during 1981-1995) is the world’s largest workforce; and they are employed at digitized workplaces. Cyberslacking (personal use of the internet at the workplace) is the new normal for the recently emerged Ethiopian digital workplace and workforce. Globally, enough cyberslacking studies have been conducted on the losses and the gains; however, no study has been done in the Ethiopian context. This investigation explores how far cyberslacking is beneficial for both the organization (university) and its employees (secretaries) in the Ethiopian setting. The research questions were: what attitudes do the female secretaries have towards cyberslacking? What opportunities do the female secretaries gain through cyberslacking? How far does cyberslacking change the lives of female secretaries? Furthermore, do the female secretaries have an addiction to cyberslacking? To this end, mixed-method design (n=45): questionnaire (n=29) and retrospective interview (n=16) were employed. The triangulation analysis concludes four positive dimensions of women cyberslacking in an Ethiopian university setting: the rationales of cyberslacking (advanced communication, free time, energizer, and legitimization); the opportunities of cyberslacking (gathering information, receiving entertainment, contacting family and friends, and getting day today news updates); the changes attributed to cyberslacking (improvement in English communication skill, knowledge base enhancement, job innovation, and creativity, and modernity); and the low addiction level to cyberslacking (‘prone to be addicted’). Finally, the implications for future practice, policy, and research are explored.

The History of Geosciences as the Resource for the Digital Space of Scientific Knowledge of the Russian Academy of Sciences

The article describes the online Information System “History of Geology and Mining”, its creation, use and development. Its Web content, structure and search capabilities provide direct access to information on contributions of numerous Russian and foreign geoscientist. The Information System contains personal bibliographies and lists of papers about geoscientists, as well as photos and documents about them. It provides easy search of scientific information, study of numerous original documents and meets all demands of users. The Information System is an important and useful tool for all professionals, historians of geosciences and students. The System may be considered as a working model of processing and digitising large collections of scientific information. The experience in the development and operation of the Information System can be scaled and integrated in other projects for the designed Common Digital Workplace of the Russian Academy of Sciences (RAS). Such integration should improve the quality of research works, increase citation, improve search and peer reviews of scientific works.

Building the Digital Workplace on SharePoint to Support Drilling and Completion Activities

Over the last five years, the oil market has experienced its most significant downturn since 1990s which resulted in the greatest immediate impact on the exploration and development drilling segment of the industry. With the objective to counter the influence of this potentially long period of downturn in global oil price, oil & gas operators have opted for different approaches to secure their future recovery and growth. The digital transformation across their drilling and completion activities could be a solution which helps to improve the drilling efficiency, shorten the well time, and cut down the well cost to the tolerable investment. In addition to that, the need of switching to a digital environment has recently became an urgent requirement, especially when everywhere in the world applies the social distancing and work from home concept during Covid-19 pandemic. Therefore, establishing a digital workplace has set an approach in a way drilling and completion teams handling internal and external communications, collaborations and content management to support drilling and completion activities. In order to understand more in depth, this paper, as a part of the digital transformation project carried out by Phu Quoc Petroleum Operating Company (PQPOC), the Operator of Block B Gas Development Project (Blocks B&48/95 and 52/97) located offshore of the South West of Vietnam, will make clear how to build a digital workplace on SharePoint, what features should be included in this platform, and how it can support drilling and completion activities.