Presented by : Sandeep Surange

Ph.D. Research Scholar

Abstract:
Digitalization has brought a paradigm shift in the way we think, understand
and Act. One cannot imagine life without digital tools and gadgets in the
modern world. Human Resource function has also seen the digital
transformation ever since its evolution in 1980’s.The rapid adaptation of
digital technology has transformed HR completely.

The present paper is an attempt to capture the views of the people on their
understanding of Digital HR and how they see the changes in the HR
operations as a result of Digital adaptation.

The methodology used in the survey is simple Primary data collection

through an online survey using a questionnaire.
Introduction
Digital HR is a process optimization in which social, mobile, analytics and
cloud (SMAC) technologies are leveraged to make HR more efficient.
Objectives:

a) To understand the awareness level of Digital HRM

b) To understand the perception of people with respect to the Socio –
Economic impact of digital HRM
c) To understand which HR activities and functions would be most benefitted
by Digital HRM
d) To understand the reasons for the growth of Digital HRM
Methodology:
The present paper is based on the survey administered through Google
forms. It was completed by 100 respondents. The findings are based on the
analysis of the responses received.

The paper has used both primary and secondary data for establishing the
conclusions and findings.
FINDINGS
Sl Description Findings

1 Understanding of Digital HR Concept 90% of the respondents understand the concept

2 Digital HR would lead to increased productivity and 86% of the respondents agree that Digitalization would lead to productivity
efficiency for HR department and the organization and efficiency for HR

3 Digitalization would lead to loss of importance of HR Majority of respondents(40%) think that importance of HR would not be lost
function

4 Digitalization would be most useful in which HR Digitalization would prove to be equally useful in Recruitment and Payroll
function? function

5 Which web platform is most useful for recruiting LinkedIn is the most popular platform for quality recruitment
quality employees
6 What is the most effective way of recording Majority think that Biometric is the most effective tool for recording
attendance attendance

7 Most effective mode of training 81% of respondents think that OJT is the most effective mode of training

8 Performance Appraisal will be more transparent and Majority of the respondents are neutral on this
effective through Digital Platform compared to Face
to Face appraisal

9 Use of AI and Robotics will lead to increase in Majority ie 38% agree to this
unemployment

10 Social Collaboration increases Employee 67% agree

engagement and workforce productivity
11 Digitalization would lead to HR department losing Majority is neutral on this
its significance

12 Operational efficiency and cost savings are the Majority of the respondents agree on this
major reasons for the growth of Digital HR

13 The role of HR has changed from being a supportive Clear majority 57% agree to this
function to a strategic partner of Business.

14 The digitalization will help in the move towards Majority (62%) of the respondents agree to this
lifelong learning and development for the
employees.

15 Which HR function will be most benefited by Majority ie (43%) respondents said Employee Database Management will
application of technology in HR be most benefitted by technology
Conclusions

 There is significant awareness of the concept of Digital HRM

 Digital HR would lead to increased efficiency and productivity
 Payroll function would be helped most by digital HR
 Linked In is the most useful platform. This means Recruitment is going digital
significantly
 Attendance recording is using digital tools for more and more effectiveness
 Inspite of Digital tools available OJT is the most popular and effective
training tool as per respondents
 Social collaboration have actually increased engagement and
productivity as per the respondents
 HR is transforming as a strategic partner of Business
 Digitalization helps in lifelong learning for employees
 Database Management will be most benefitted by Technology in HR
References
Bala Indu-HRM in the Digital Age – Digital Changes and Challenges of the HR Profession, International Journal of Business Management, ISSN NO. 2349-3402
VOL. 2(2), 2015
Bondarouk, T. &Ruël, H. (2009). Electronic Human Resource Management: Challenges in the digital era, The International Journal of Human Resource
Management, 20(3): 505–514
http://alliancesprogress.com/uncategorized/the-future-of-work/
http://www.fosway.com/wp-content/uploads/2018/03/Fosway-Group-Truth-about-Digital-HR-Mar2018.pdf
http://www.talenttalks.net/fourth-talent-helping-people-flourish-digital-world-part-1/
https://www.aon.com/unitedkingdom/attachments/trp/Digitalization-The-Next-Step-in-HRs-Journey.pdf
https://www.digitalhrtech.com/back-to-basics-what-is-digital-hr/
https://www.digitalnewsasia.com/insights/digital-hr-what-it-and-why
https://www.hrci.org/rise-of-hr-e-book
https://www.slideshare.net/PerryTimms/hthleadingchange-the-7ds-of-the-future-of-work
https://www.synk-group.com/en/offer/digital-hr-transformation/
https://www.valamis.com/blog/the-workforce-of-the-future-how-will-technology-impact-the-manufacturing-industry
https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/central-europe/ce-global-human-capital-trends.pdf
https://www2.deloitte.com/insights/us/en/focus/human-capital-trends/2016/digital-hr-technology-for-hr-teams-services.html
https://zety.com/blog/hr-statistics
LENGNICK-HALL, M. and MORITZ, S. (2003) The Impact of e-HR on the Human Resource Management Function. Journal of Labor Research, 24(3), pp. 365-379.
Lepak, D.P. and Snell, S.A. (1998), “Virtual HR: strategic human resource management in the 21st century”, Human Resource Management Review, Vol. 8 No. 3,
pp. 215-234
RASMUSSEN, T. and ULRICH, D. (2015) Learning from practice: how HR analytics avoids being a management fad. Organization Dynamics, 44(3), pp. 236-242.
Strohmeier, S. (2009), “Concepts of e-HRM consequences: a categorization, review and suggestion”, International Journal of Human Resource Management, Vol.
20 No. 3, pp. 528-543
The HR Professional’s Guide to Digital Transformation: Becoming a Digital Leader in the Public Sector-eduserv.org.uk
Voermans, M. & Van Veldhoven, M. (2007). Attitude towards E-HRM: An empirical study at Philips, Personnel Review, 36(6): 887-902