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Journal articles on the topic 'HR transformation'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

Chán, Jakub, and Miluše Balková. "Digital Transformation in HR." SHS Web of Conferences 135 (2022): 01004. http://dx.doi.org/10.1051/shsconf/202213501004.

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The onset of the fourth industrial revolution and lack of human capital puts pressure on the development of own staff in terms of improving their qualifications. In the last four years, there has thus been introduced new methods in the management of staff development. The paper builds on the available texts in the area of theory and digital transformation of talent management and recruiting and puts them into the context of requirements arising from the principles of the fourth industrial revolution. Using matrix analysis, it examines the degree of compliance with the available implementation

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Govil, Saurabh. "HR and Business Transformation." NHRD Network Journal 5, no. 3 (2012): 62–69. http://dx.doi.org/10.1177/0974173920120313.

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Devarajan, Harish. "HR Transformation - What's Next?" NHRD Network Journal 9, no. 1 (2016): 54–57. http://dx.doi.org/10.1177/0974173920160114.

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Das, Judhajit. "Implementation: Lean and Smart HR - HR Transformation Track." NHRD Network Journal 9, no. 1 (2016): 25–29. http://dx.doi.org/10.1177/0974173920160107.

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Syafri, Muhammad, and Mhd Andi Rasyid. "From Traditional HR To Digital HR: A Transformation Framework For The Future Workforce." International Journal of Science and Environment (IJSE) 5, no. 2 (2025): 90–95. https://doi.org/10.51601/ijse.v5i2.159.

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The digital revolution has radically reshaped the landscape of human resource management, demanding a fundamental shift from traditional HR practices to more agile, data-driven, and technology-integrated approaches. This study proposes a comprehensive transformation framework for Digital HR, designed to equip organizations with strategic direction in preparing for the future workforce. By synthesizing literature from strategic HRM, digital transformation, and workforce analytics, the framework outlines key dimensions including digital leadership, cultural agility, HR tech adoption, and data-in

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Gupta, Medha. "Digital HR Transformation: How Technology is Reshaping HR Practices." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 05 (2025): 1–9. https://doi.org/10.55041/ijsrem48662.

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ABSTRACT This study looks at how digital technologies are changing human resources (HR) management. Technologies like artificial intelligence (AI), cloud computing, human resource information systems (HRIS), and predictive analytics are transforming processes like hiring, onboarding, performance management, and employee engagement. The study, which employed a mixed-methods approach with surveys from HR professionals and secondary data from academic and industry sources, found that while digital adoption improves operational efficiency and decision-making, it also faces obstacles like data secu

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Vieira, Danilo Garbazza, Thiago de Melo Rezende, Paulo Victor de Castro Marques Velloso Mariath, and Anderson da Silva Nascimento. "HR Digital Transformation: Petrobras' case." Rio Oil and Gas Expo and Conference 20, no. 2020 (2020): 480–81. http://dx.doi.org/10.48072/2525-7579.rog.2020.480.

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Arora, Ritu Gandhi, and Neha Kumari Siradhana. "HR Transformation Through Artificial Intelligence." International Journal of Information Systems and Social Change 13, no. 1 (2022): 1–16. http://dx.doi.org/10.4018/ijissc.309736.

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Artificial intelligence is an upsetting technology poised to unbridle the subsequent movement of digital revolution and is altering the approach of managing human resources. AI is assisting managers to work productively in making speedy, intelligent, and error-free decisions. The main objective of this paper is to understand the application/benefits of adopting AI and the challenges faced by HR managers while adopting the AI-based processes through literature review. This is an exploratory study that will help researchers in understanding the benefits of adopting these practices from hiring ti

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Boglind, Anders, Freddy Hällstén, and Per Thilander. "HR transformation and shared services." Personnel Review 40, no. 5 (2011): 570–88. http://dx.doi.org/10.1108/00483481111154441.

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Weller, Robert, and Sarah Zelt. "HR-Transformation durch People Analytics." Controlling & Management Review 68, no. 2 (2024): 8–13. http://dx.doi.org/10.1007/s12176-024-1400-5.

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Trofimova, Natalya N. "FEATURES OF DIGITAL TRANSFORMATION OF HR-PROCESSЕS". EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 5/9, № 146 (2024): 157–63. http://dx.doi.org/10.36871/ek.up.p.r.2024.05.09.022.

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The article substantiates the importance of digital transformation in HR processes. Key elements of digital transformation of the HR management system are highlighted. The advantages of introducing digital technologies into the HR management system are emphasized. Examples of effective digital transformation of HR processes by Russian and foreign companies are given. Key stages that must be completed in the process of digital transformation of HR are proposed.

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Bhandarker, Asha. "Building Corporate Transformation New HR Agenda." Vision: The Journal of Business Perspective 7, no. 2 (2003): 1–23. http://dx.doi.org/10.1177/097226290300700201.

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The present study focuses on understanding the role of HR in achieving corporate transformation in the Indian context. Responses from 89 senior and top level HR professionals (questionnaire mode) brought out the following: HR professionals are experiencing a gap between organizational demand versus their own knowledge as well as personal competencies. HR role is changing, internal demands on HR professionals are increasing. The extent to which HR will be able to deliver and become a true strategic partner for change management will depend on the extent to which there is CEO support for HR, com

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Dr., Jyoti Munde. "Digital Transformation of Human Resource Management and Employee Experience." International Journal of Advance and Applied Research 10, no. 5 (2023): 54–63. https://doi.org/10.5281/zenodo.8041797.

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<strong>Purpose: </strong>The purpose of this study is to analyze the role of digital HR in improving employee experience and employee satisfaction towards digital HR services implemented by organizations. This paper examines the information technology usage in the HR field by organizations and employee’s perception towards it. <strong>Research Design: </strong>The sample for this study includes 376 employees of large-scale automotive industries and MNC’s. The study used regression analysis model to test the four independent variables’ impact on one dependent variable. ANOVA

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Suri, Nishchae. "Powering the Approach to HR Transformation." NHRD Network Journal 9, no. 1 (2016): 49–53. http://dx.doi.org/10.1177/0974173920160113.

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Shinde, Vikas, and Prashant P. Khambaswadkar. "HR Transformation the Sahyadri Farms Story." NHRD Network Journal 10, no. 1 (2017): 86–89. http://dx.doi.org/10.1177/0974173920170118.

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Ziebell, Robert-Christian, Martin Schultz, José Albors Garrigós, and Klaus-Peter Schoeneberg. "HR-Cloud-Transformation – Vorgehen und Erfolgsfaktoren." HMD Praxis der Wirtschaftsinformatik 53, no. 6 (2016): 802–14. http://dx.doi.org/10.1365/s40702-016-0251-8.

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M V S V Lakshmi, Dr. T. Vara Lakshmi, and N. Rama Krishna. "Digital Transformation of HR Recruitment Process." International Research Journal on Advanced Engineering and Management (IRJAEM) 2, no. 05 (2024): 1759–61. http://dx.doi.org/10.47392/irjaem.2024.0260.

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In today's dynamic business environment, organizations are increasingly leveraging digital technologies to streamline and enhance their HR recruitment processes. This study explores the realm of digital transformation in HR, specifically focusing on modernizing recruitment methodologies. By conducting an extensive review of relevant literature, this project identifies key trends, obstacles, and success drivers in the digitalization of HR functions. Through analysis of case studies highlighting pioneering companies in digital recruitment, it investigates the strategies and technological innovat

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Abitkoriev, Azizulla Mukhamedrahimovich. "TRANSFORMATION OF HR MANAGEMENT IN ENTERPRISES." INTERNATIONAL SCIENTIFIC-ELECTRONIC JOURNAL "PIONEERING STUDIES AND THEORIES" 1, no. 5 (2025): 19–24. https://doi.org/10.5281/zenodo.15251630.

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The article discusses the need to organize effective forms of using employees engaged in official activities to ensure the economic efficiency of creating enterprises in a market economy. In a market economy, the use of innovative technologies in the process of providing services, the role of employees in the process of providing services by the management of enterprises and institutions increases, there is a need to ensure the formation of relations between employees based on market requirements. Personnel management at enterprises depends on the economic policy of the state and each enterpri

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Ziebell, Robert-Christian, Jose Albors-Garrigos, Martin Schultz, Klaus Peter Schoeneberg, and M. Rosario Perello-Marin. "eHR Cloud Transformation." International Journal of Intelligent Information Technologies 15, no. 1 (2019): 1–21. http://dx.doi.org/10.4018/ijiit.2019010101.

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The article covers process models for HR IT projects and in particular for HR transformation projects. Based on the authors' experience, an applied process model for HR transformation projects in a cloud-based environment is derived. The article identifies findings applicable to the fields of organisation, business, and IT as well as decisions and critical success factors in the specific context of cloud-based HR solutions.

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Naskar, Partha, and Aritra Ranjan Das. "Mapping pathway towards future HR transformation: prospects & possibilities." Brazilian Journal of Development 10, no. 4 (2024): e69096. http://dx.doi.org/10.34117/bjdv10n4-053.

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The outbreak of pandemic caused disruptive changes for the people, planet and profit made sustainability the paradigm theme for policy making. The sustainability of planet and business depends upon the survivability of the mankind. The central theme of the paper focuses on the avenues to survive and weather such changes required for innovative HR transformations through HR functions, HR practices and HR professionals which will foster growth and development of the organization as well as the economy at large. The HR transformations will make the workforce skilled, adaptive, tech-friendly and c

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Lapikov, Andrey. "Assessing the Digital Maturity of HR Management as Part of Digital Transition." Bulletin of Kemerovo State University. Series: Political, Sociological and Economic sciences 2022, no. 4 (2022): 461–71. http://dx.doi.org/10.21603/2500-3372-2022-7-4-461-471.

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Human resource management is a key process that affects digital transformation because any transformation is inspired, provided, and executed by personnel. The digital maturity of personnel management is a hot topic for all industries that requires scientific understanding. Digital business transformation relies on new approaches in competence development, new organizational structure, new corporate ideology, etc. A timely analysis of business processes is necessary to form a trajectory of transformations. The purpose of the study was to determine the state of human resource management as a bu

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22

Desi Kristanti and Sri Hariyanti. "Employee Competency Development Strategy in the Digital Transformation Era: Approach from an HR Development Perspective." Jurnal Manajemen Bisnis, Akuntansi dan Keuangan 3, no. 1 (2024): 13–20. http://dx.doi.org/10.55927/jambak.v3i1.8765.

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Digital transformations are profoundly altering business paradigms, necessitating organizations to revise their HR strategies. Competency development among employees emerges as a pivotal factor in organizational success amidst rapid technological shifts. Employing a qualitative approach, this study aims to pinpoint effective strategies for employee competency development in the digital transformation era. Utilizing interviews, observations, and document analysis, the research aims to uncover best practices including continuous training, career development, mentoring, and the integration of dig

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Zhang, Bairen, and Litvina S.A. "DIGITALIZATION HR MANAGEMENT AS A PART FOR THE DIGITAL TRANSFORMATION OF COMPANIES." ИННОВАЦИОННЫЕ НАУЧНЫЕ ИССЛЕДОВАНИЯ 2023. 5-1(29) (May 31, 2023): 84–91. https://doi.org/10.5281/zenodo.7992106.

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The article discusses the need for digital transformation of companies. The definition of digital personnel management is considered. The main tasks and ways of implementing the digital development of human resource management are considered. The influence of the use of tools for digital human resource management on the transformation of the enterprise is revealed. Using the current state of development of HR management in connection with the digital transformation of companies, the author proposes his own definition of digital HR management, considers the important impact of digital HR manage

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BOCHEVAR, Iryna, and Natalia SKRYPNYK. "HR challenges in the era of transformation: minimizing risks during strategic transformations." Economics. Finances. Law 1/2025, no. - (2025): 47–50. https://doi.org/10.37634/efp.2025.1.10.

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The paper presents current HR challenges arising in the period of strategic transformations caused by political, economic, legal and cultural changes. The influence of these factors on the formation of personnel risks is studied and their main manifestations in the conditions of modern organizations are identified. The key factors of personnel risk arising from rapid changes in the external environment are analyzed, and methodological approaches to minimizing them through the introduction of adaptive personnel management and strategic planning to ensure the sustainability of organizations in a

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Alrousan, Ahmad, Ahmad Nader AlOqaily, and Jawad Tawalbeh. "Enhancing Organizational Effectiveness Through Digital HR Transformation." Journal of Posthumanism 5, no. 5 (2025): 1463–81. https://doi.org/10.63332/joph.v5i5.1519.

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This paper aims to investigate how digital technologies affect HR processes and their influence on organizational effectiveness. The fast progression of digital technology has greatly changed HR tasks like recruitment and onboarding, performance management, employee engagement and Communication, learning and development, and administrative efficiency. Through the utilization of digital platforms, companies can improve operational efficiency, streamline decision-making processes. Data were collected from 284 HR professionals and managerial staff using a structured questionnaire, adopting a quan

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Tyler‐Cagni, Lynda, and Jan Hills. "HR leading by example during Zegna transformation." Strategic HR Review 7, no. 1 (2007): 22–27. http://dx.doi.org/10.1108/14754390810847522.

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Ludfiono and Ahmad Badawi Saluy. "REVITALISASI SDM DALAM PROSES TRANSFORMASI PT KAI: KAJIAN TERHADAP KEPEMIMPINAN, LINGKUNGAN KERJA, DAN KINERJA KARYAWAN." Jurnal Ekonomi dan Manajemen 4, no. 2 (2025): 40–50. https://doi.org/10.56127/jekma.v4i2.2059.

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Organizational transformation is a critical strategy for companies to respond to dynamic and ever-changing environments. PT Kereta Api Indonesia (Persero) serves as a notable example of a public organization that has successfully implemented a comprehensive transformation since 2009, placing human resources (HR) at the center of its reform efforts. This study aims to examine the roles of leadership, HR revitalization, work environment, and employee performance in supporting the organizational transformation process by employing a literature review approach based on journals, theses, and other

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Kiran Parasa, Sasi. "Impact of AI in Compensation Management in HR Digital Transformation." International Journal of Science and Research (IJSR) 13, no. 6 (2024): 1391–92. http://dx.doi.org/10.21275/sr24621182320.

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Nyathani, Ramesh. "Revolutionizing HR: AI-Driven Digital Transformation for a Competitive Edge." International Journal of Science and Research (IJSR) 10, no. 11 (2021): 1465–69. http://dx.doi.org/10.21275/sr231014133354.

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Kavtidze, E., and K. Shengelia. "MAIN PROFESSIONAL ROLES OF THE HR MANAGER." Slovak international scientific journal, no. 77 (November 10, 2023): 3–5. https://doi.org/10.5281/zenodo.10100092.

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The formation of forms of joint creative activity is associated with the transformation of historically preceding forms of organizing joint activities: jointly consistent, jointly interacting, and jointly individual. It is in this sequence that in the twentieth century, as the experience of management of various organizations in developed countries shows, the development of fundamental forms of joint creative activity takes place. This process, if considered within the framework of the organizational and cultural approach, can be interpreted as the phases of the formation of a participatory or

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Ozernikova, T. G., A. A. Borisova, and K. V. Nagapetyan. "SOME TRANSFORMATION TRENDS OF HR PROCESSES IN REMOTE WORK." Social & labor researches 50, no. 1 (2023): 145–59. http://dx.doi.org/10.34022/2658-3712-2023-50-1-145-159.

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The subject of the study is transformation trends of HR processes in the context of a pandemic and the transition to remote work. The purpose of the study is to determine the main trends and prospects for the development of HR processes in the conditions of remote employment in one of the Russian regions. The relevance of the study is due to the serious challenges in the field of personnel management that organizations faced in the context of the pandemic and the forced mass introduction of remote work for the staff. The scientific novelty of the study lies in a comprehensive approach to the a

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Meena, Prakash, and Bathini Lokesh. "Harnessing Technology for HR Transformation in Hotel Industry." International Journal of Multidisciplinary Research in Science, Engineering and Technology 7, no. 05 (2024): 9742–54. http://dx.doi.org/10.15680/ijmrset.2024.0705033.

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This study paper looks into how technology is being integrated into Human Resources (HR) processes at Rajasthan's heritage hotels, with an emphasis on well-known places like Taj Amer Jaipur, The Oberoi Rajvilas, and The Leela Palace. The study uses a descriptive research methodology and a variety of primary and secondary data collection methods, such as surveys, interviews, and observations. Primary data gathering methods include surveys, interviews, and focus groups with hotel HR professionals, employees, and technology providers, which are supported by secondary data from literature reviews

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P., Prejith, and Praveen Kumar S. "Analytics in HR A Recent Transformation in People Management." International Journal of Innovative Science and Research Technology 7, no. 7 (2022): 735–38. https://doi.org/10.5281/zenodo.6965392.

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In recent years, the emergence of digitization has had a huge impact on the world and its operations. Companies are becoming more aware of how important it is to effectively adopt new technologies or risk becoming obsolete in the marketplace. As a result, companies are putting more of an emphasis on using big data and business analytics in their manufacturing, operational, and core business processes. The goal of the current study is to pinpoint changes in HR positions from multiple angles. The study identified the important analytical fields in the HR field as well as the current big data man

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Kumar, Ajit. "RECENT HR PRACTICES: A TRANSITION TOWARDS ORGANISATIONAL TRANSFORMATION." International Journal of Research -GRANTHAALAYAH 4, no. 8 (2016): 18–31. http://dx.doi.org/10.29121/granthaalayah.v4.i8.2016.2557.

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Today the world of work is rapidly shifting. Human Resource Management (HRM), as a part of organization, must be prepared to deal with effects of varying world of work. Thus, for the HR people it is all about comprehending the ramification of globalization, corporate downsizing, changing skill requirements, the contingent work force, work-force diversity, continuous improvement initiatives, decentralized work sites, re-engineering and employee involvement. Companies today are having a global mix of the employees which requires understanding of the employees and their mindset as it is a tough t

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ATTRI, MOHIT. "A Comparative Analysis of Digital Transformation of HR Practices." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 06 (2025): 1–9. https://doi.org/10.55041/ijsrem50169.

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ABSTRACT The advent of digital technologies has significantly reshaped human resource (HR) practices across industries. This research paper presents a comparative analysis of digital transformation in HR practices, focusing on how organizations across different sectors and regions have adopted and implemented digital tools to enhance HR functions. The study examines key areas such as recruitment, employee engagement, performance management, learning and development, and data-driven decision-making. By comparing case studies, survey data, and industry reports, the paper highlights the varying d

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Mohylova, Maryna, and Daria Holosenko. "Technological Transformation of HR Management: Digital Solutions and Opportunities." Empirio 1, no. 2 (2024): 106–15. http://dx.doi.org/10.18523/3041-1718.2024.1.2.106-115.

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The article studies the key aspects of the transformation of HR management in the conditions of technological renewal and the progress of socio-economic systems, the practical aspect of the application of digital solutions and the possibilities of modern technologies is considered. The main approaches to understanding the economic category of HR management in the context of strategic, complex, innovative, and socially oriented management are identified. The need for changes in HR management from the standpoint of digitization and digitalization, as well as the transition to a new technological

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КОЛЕСНИКОВА, О. С. "HR MANAGEMENT IN THE CONTEXT OF DIGITAL TRANSFORMATION." Экономика и предпринимательство, no. 7(156) (September 20, 2023): 1207–10. http://dx.doi.org/10.34925/eip.2023.156.7.217.

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Последствия пандемии COVID-19 в виде снижения физического взаимодействия и распространения бесконтактных технологий, дистанционного обучения сподвигли отечественные организации на ускоренный переход к цифровизации в области управления. В современных реалиях возникла потребность изменения подходов к формированию, управлению, взаимодействию команд и коллективов в связи с трансформацией условий хозяйствования в цифровой среде, увеличением объема информации и спектра коммуникаций. Виртуальное управление становится ключевым фактором в возможности успешного функционирования и развития организаций. П

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El-Khoury, Dorothée. "Digital transformation and the world-class HR difference." Strategic HR Review 16, no. 2 (2017): 86–88. http://dx.doi.org/10.1108/shr-01-2017-0001.

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Makovoz, Oksana, and Sergii Lysenko. "Digital technologies in personnel management." Proceedings of London International Conferences, no. 10 (May 30, 2024): 65–76. http://dx.doi.org/10.31039/plic.2024.10.208.

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This paper examines the pivotal role of digital technologies in the transformation of personnel management within contemporary enterprises. As businesses increasingly emphasize efficiency, adaptability, and innovation, digitalization in human resources (HR) management is becoming indispensable. The integration of cutting-edge technologies such as Artificial Intelligence (AI), Big Data, Machine Learning (ML), the Internet of Things (IoT), and 5G within HR processes stands at the forefront of this transformation, enhancing productivity and fostering sustainable organizational development. The st

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Makovoz, Oksana, and Sergii Lysenko. "Digital technologies in personnel management." London Journal of Interdisciplinary Sciences, no. 2 (June 4, 2024): 52–63. https://doi.org/10.31039/ljis.2024.2.226.

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This paper examines the pivotal role of digital technologies in the transformation of personnel management within contemporary enterprises. As businesses increasingly emphasize efficiency, adaptability, and innovation, digitalization in human resources (HR) management is becoming indispensable. The integration of cutting-edge technologies such as Artificial Intelligence (AI), Big Data, Machine Learning (ML), the Internet of Things (IoT), and 5G within HR processes stands at the forefront of this transformation, enhancing productivity and fostering sustainable organizational development. The st

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Shukla, Naman, and Priya Satsangi. "The Future of HR: Integrating Advanced Technology." Integrated Journal for Research in Arts and Humanities 5, no. 2 (2025): 252–58. https://doi.org/10.55544/ijrah.5.2.32.

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Adopting modern technologies is inevitable in light of the new changing face of human-resource management (HRM) in this continuously modernized digital age. Thus, this paper discusses how technologies such as blockchain, cloud computing, artificial intelligence (AI), machine learning (ML), and the internet of things (IoT) have effects on HR operations. The paper shows an organization that brought out a survey of 140 professionals in the HR department from a variety of industries to cover organizational readiness, transformational trends, impediments to implementation, and best practices. The f

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Kiran Parasa, Sasi. "Impact of AI in Learning and Development in HR Digital Transformation." International Journal of Science and Research (IJSR) 10, no. 3 (2021): 2009–10. http://dx.doi.org/10.21275/sr24716001844.

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Ramdani, Dani Taupan, Khaeruman Khaeruman, and Irma Nurmala Dewi. "THE TRANSFORMATION OF HUMAN RESOURCE MANAGEMENT IN FACING THE CHALLENGES OF GLOBALIZATION." International Journal of Multidisciplinary Research and Literature 2, no. 4 (2023): 542–50. http://dx.doi.org/10.53067/ijomral.v2i4.133.

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Globalization has brought about significant transformations that have fundamentally altered the business and organizational environment. In the present context, Human Resource Management (HRM) is situated in an important position, confronted with the imperative to adjust and get transformation to sustain its relevance and efficacy. This study aims to examine the evolution of HR Management in response to the demands of globalization, specifically by analyzing the strategies employed to enhance the calibre of HR. Through the methodology of a literature review, this study investigates how the tra

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Ulrich, Dave, and Joe Grochowski. "Building a world class HR department." Strategic HR Review 17, no. 4 (2018): 181–85. http://dx.doi.org/10.1108/shr-05-2018-0046.

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Purpose This paper aims to define and clarify the nine criteria of an effective HR department, and it illustrates how these nine criteria deliver value across four distinct stages of an HR department. Design/methodology/approach This research is based on over 100,000 respondents from the HR competency study along with interviews and discussions with senior HR professionals in over 100 global 500 organizations across all industry sectors. Findings Many HR transformation efforts exclusively focus on how to organize the HR department. This paper argues that organizing and designing the right HR d

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Awad, Abdelrehim, Mohamed Shemais, and Muhammad Al-Embabi. "Driving HR performance through digital transformation in educational directorates: A strategic imperative." Problems and Perspectives in Management 22, no. 4 (2024): 163–73. http://dx.doi.org/10.21511/ppm.22(4).2024.13.

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The rapid advancement of digital technology has significantly affected various sectors, including education. Integrating digital tools and platforms in human resource management offers opportunities to enhance efficiency and organizational performance. This study investigates the impact of digital transformation on human resource performance in educational directorates in Egypt. A descriptive analytical methodology was employed, utilizing a structured questionnaire distributed to 450 administrative officials across eight randomly selected directorates out of the 27 directorates in Egypt, const

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БУЦИОР, И. В. "ЦИФРОВАЯ ТРАНСФОРМАЦИЯ: КАК ИЗМЕНЯЮТСЯ ТРЕБОВАНИЯ К ОБУЧЕНИЮ HR СПЕЦИАЛИСТОВ". Экономика и предпринимательство, № 9(170) (13 вересня 2024): 1405–9. http://dx.doi.org/10.34925/eip.2024.170.9.261.

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В статье рассматривается понятие «цифровая трансформация», а также современный аспект цифровой трансформации предприятия. Современный аспект - цифровая зрелость как показатель уровня цифрового развития организации или отрасли. Выделен процесс цифровой трансформации в трактовке для сферы HR.Главная задача HR в процессе цифровой трансформации, цифровые навыки в деятельность кадровых служб. Рассмотрены некоторые аспекты подготовки специалистов в области управления персоналом в вузе. The article discusses the concept of "digital transformation" and the modern aspect of digital transformation of an

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Trofimova, Natalya N. "HR ANALYTICS AND DIGITALIZATION: NEW TRENDS IN PERSONNEL MANAGEMENT." EKONOMIKA I UPRAVLENIE: PROBLEMY, RESHENIYA 2/12, no. 155 (2025): 136–42. https://doi.org/10.36871/ek.up.p.r.2025.02.12.021.

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The purpose of this article is to study the impact of digital technologies on HR management, as well as to analyze the key trends in the digital transformation of HR processes and identify HR analytics tools that help improve the efficiency of human resource management. The impact of digital transformation on HR analytics is considered, and how digitalization is changing traditional HR management methods is shown. Modern digital technologies are analyzed – the key tools used in HR analytics are studied. The main trends in the digitalization of HR processes are identified. The advantages of dig

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Bugie Zurisdianto Pamungkas, Vip Pramarta, Aji Argo Putro, Shelly Ayu Andesty, Basrudin Basrudin, and Ripka Margaretha Ponggele. "Transformasi Fungsi SDM : Redefinisi Peran Dan Dampak Dalam Organisasi." Journal of Management and Creative Business 1, no. 3 (2023): 70–77. http://dx.doi.org/10.30640/jmcbus.v1i3.1156.

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Organizational Challenges Transformation of the HR function and redefinition of the role of HR has become an important issue in the modern business context. Rapid and complex changes in the business environment, advances in technology, globalization, and changes in employee preferences and expectations have driven organizations to change the way they view and manage human resources. In this journal or article, we discuss the importance of transforming the HR function and redefining the role of HR in facing modern organizational challenges. Background, we explain the factors that underlie the n

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Mordyashova, A. M. "Digital transformation of industrial enterprises in Russia." Upravlenie kachestvom (Quality management), no. 4 (March 18, 2024): 34–38. http://dx.doi.org/10.33920/pro-01-2404-06.

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In this article we consider how HR processes in companies have changed or are being transformed when employees are employed remotely in key HR blocks: personnel selection (changed actions of HR specialists, managers and candidates); adaptation and training of personnel; remote support, team communication of remote employees and new forms of feedback; modern online tools for personnel management.

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Francis, Helen, and Tom Baum. "HR transformation within the hotel industry: building capacity for change." Worldwide Hospitality and Tourism Themes 10, no. 1 (2018): 86–100. http://dx.doi.org/10.1108/whatt-10-2017-0064.

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Purpose This study aims to identify recent trends in the strategic repositioning of the human resources (HR) function within the hotel industry, and to explore challenges facing HR professionals as they engage in strategies to develop talent and organisational capability, while adjusting to the shifting boundaries of the HR function. Design/methodology/approach The study provides a case study investigation based on a qualitative research design. It draws on a series of informal discussions with key informants, in-depth round table discussions with members of the HR function and a rich source o

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