HRM in the Digital Age: Consequences and Performance

  • Coral Barboza
Keywords: E-HRM, Information Technology, e-recruitment, Digital Age, Employee-Employer Relationships

Abstract

The digital transformation significantly changes the traditional way of how organizations manage their human resources. Besides the automation of HRM processes, information technologies also have increasing impact on the talent management process, such as employee attraction, selection and hiring, workforce planning, engagement and performance management, training and development, health and safety, and retention management, all prompting a focus on redesigning the organization around teams, implementing analytics and organizational net­work analysis and driving a global focus on diversity, culture, learning, and ca­reers. The aim of this study is to get insights in the consequences of a digital HRM solution for an organization and its business performance. A structured questionnaire was used for the study. Data was collected from 75 respondents. The findings of the study conclude that on the 15 statements which were identified the responses to majority of these factors showed a significant difference.

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Published
2018-06-30
How to Cite
Coral Barboza. (2018). HRM in the Digital Age: Consequences and Performance. International Journal of Engineering and Management Research, 8(3), 172-176. Retrieved from https://www.ijemr.net/ojs/index.php/ojs/article/view/323
Section
Articles