HomeEvents & ResourcesWhitepapersDigital HR: A Critical Management Approach to the Digitalization of Organizations Review [Free PDF]

Digital HR: A Critical Management Approach to the Digitalization of Organizations Review [Free PDF]

An overview of Digital HR: A Critical Management Approach

This book uses recent discussions about the rise of cognitive intelligence in organisations to examine how the job market and, by extension, employment are changing. With a focus on Human Resource Management (HRM), the authors look at how traditional practices and methods are changing in the workplace due to social and cultural changes.\

| >>> You might interested in Free Personality Survey  for Career to pinpoint what makes you unique.

“Digital Human Resources: A Critical Management Approach” has detailed case studies and interviews with HR managers from large multinational companies. This gives academics and students interested in how HRM is changing in today’s digital world a lot of real-world evidence. “Digital Human Resources: A Critical Management Approach” will also be helpful for HR professionals and managers who want to transform the role of HR in their own companies or organisations.

Digital-HR-_-A-Critical-Management-Approach-to-the-Digitilization-of-Organizations-PDFDrive-Download This book has made an effort to make a contribution in this area by concentrating the reader’s attention on the role that cognitive technologies play in not only restructuring contexts and tools, but also in redefining the experience that individuals have of the social world.   Yet, the capillary diffusion of cognitive technologies in a number of different domains of work and leisure have prompted calls for a reconsideration of the man-machine balance. Essentially, this calls for a rediscussion of the majority of the existing knowledge about organizational behavior and life experience.  

Apocalyptic views are, without a doubt, diametrically opposed to optimistic ones, which is typical whenever there is a significant cultural shift taking place. One of the most pessimistic points of view holds that advances in technology are stripping people of the empathic nature that is inherently part of their makeup. The constant interaction with and entrustment in technologies are diminishing human capabilities in the areas of relating to others, collaborating with others, and communicating with the wider social context.

Digital HR: A Critical Management Approach to the Digitalization of Organizations

  This is one of the primary arguments that has been maintained by proponents of the “negative social effects” of technology. These proponents began highlighting the negative implications of media use for social life at work at the tail end of the 1980s, when the technological revolution was just beginning. This can frequently result in feelings of isolation or depersonalization, among other things (Kiesler et al. 1984; Sproull and Kiesler 1986).   Since these studies were conducted, more than three decades have passed. In that time, technology has continued to advance, has become more ‘intelligent’ and ‘cognitive,’ and it has been geared toward the satisfaction of a variety of individual, group, and community needs. Nevertheless, a number of academics and members of the general public continue to be skeptical and resistant regarding its diffused introduction into everyday life (Bargh and McKenna 2004), even in the face of contradictory results regarding its beneficial effects (Kraut et al. 2002).   Therefore, the shift in social and working life that has been brought about by technological advancement is reasonable. With specific regard to the working environment, technology has contributed to the reengineering of processes, the promotion of innovation, the facilitation of change, and the creation of a process vision, all of which have certainly had an impact on productivity and performance (Melville et al. 2004).  

Do you know that traicie’s sourcing tools for recruiters can help the Recruiting Team with culture-based hiring but also increases the strategic, operational value of the recruiting process :

  1. Cost of a job board – Reduce annual spending on job boards
  2. Cost of HR tools – Reduce the cost of surveys and assessment tools
  3. Recruitment costs – Reduce selection costs
  4. Internal mobility – Fill more skilled jobs with internal staff
  5. Time to hire – Reduce the number of days a role goes unfilled
  6. Salary costs – Reduce overall salary costs
  7. Attrition – Reduce the rate of turnover
  8. Recruitment cost – Reduce the general recruitment cost


Leave a Reply

Your email address will not be published. Required fields are marked *

Discover the power of Traicie

Get a personalized demo to find out how you can transform hiring and retention with the Traicie talent experience platform.

Subscribe to our Linkedin newsletter

Bi-weekly Recruitment strategy tips, guides, videos, and live Q&As delivered from our CEO.

© 2024 – Gent, Belgium – Traicie BV. All rights reserved.