HUMAN RESOURCE MANAGEMENT

INDIVIDUAL ASSIGNMNET
TOPIC- HOW DIGITAL TRANSFORMATION ELEVATES
HUMAN CAPITAL MANAGEMENT

Submitted By – Apurv Kothari

Roll No- 201408
Section – D

Submitted To- Prof. Deepa Samghavi

MBA-FT (2020-2022)

INSTITUTE OF MANAGEMENT, NIRMA UNIVERSITY

Date of Submission –9th January 2020

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A-Additional Readings-
In addition to the article given to me I have read below mentioned article/blog to gain some insights
on the assigned topic-
1- Neelie Verlinden- HR Digital Transformation: The 6 Stages of successful HR Transformation.
https://www.digitalhrtech.com/guide-hr-digital-transformation-hr-transformation/
2-Vanchan Tripathi and Nidhi Shrivastava- Digitalization: An Emerging Trend in Humana
Resource Practice.
http://search.ebscohost.com.elibrary.nirmauni.ac.in/login.aspx?
direct=true&db=bsu&AN=143275681&site=ehost-live
3- Fenech Roberta, Baguant Priya and Ivanov dan- The Changing Role of Human Resources
Management in an ERA OF Digital Transformation.
http://search.ebscohost.com.elibrary.nirmauni.ac.in/login.aspx?
direct=true&db=bsu&AN=141174731&site=ehost-live

Summary
This era is very competitive and innovative and working on the older orthodox process will not
yield any success for the organisation. So, in today’s world company don’t only look for people
who are good in STEM (science Technology, Engineering and Math) but they also look for the
candidate with innovative acumen which help them to have an upper hand on their competitor.
This article mainly talks about advantages of adopting digital transformation of HR and how it will
change the game. There are many advantages like bolster recruiting, streamlining selection and
hiring process, accelerating employee onboarding, open up training and development and many
more. In the next part article talks about advantages and problem faced by functions and component
of digital HR like e-signature, Cloud based services online dashboard etc.
Digital technologies and services provide the way to attract more and retaining the necessary talent,
as well as managing services and needs in a larger and simplified way. Modern human resources is
also about self-service, the provision of existing services. Prospective employees have the ability to
manage their work life online, ensuring higher levels of satisfaction and productivity.
(Word Count 198)

B- Diagnosis and Identification of Core Decision Problem with

Solution.
Article talks about a lot of solution to the problem faced by modern HR and majorly all can be
solved by digitalization of the process few major problems and their solution are mentioned below
1- Streamline selection and hiring process- Selection process of suitable candidate is most tedious
work for organizations as it involves uncertainty and long waiting time between interviews and
notifications. And, digitalization will help to cut down the time and complications involved and
chances of losing a prime candidate will reduce.
2- Open Up Training and development- Almost all the companies hire interns and employee in
the last semester or year of the education program of the candidate and they have to face the
difficulties training and development program and now with online services available training and
development can now be secured anywhere and anytime and at any place with complete content
instruction and remote access.

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3- Improve quality of work life- Ensuring that employees are all around opened in areas where
they can best apply their abilities, and there is a feeling that they are awarded decently for this work,
just as for any extra worth they bring to their organizations. Modern HR helps to track the
performance and perspectives of employees, as well as highlight areas affected by low morale or
management issues.
4- E-signature- Various arguments about the privacy of e-signature which is answered through
secured online repositories that can be used from anywhere and are password and permission-
controlled document also, every document sent for signature maintains audit trail that shows who
have accessed the document.
5- Support Mobility, Ease Exits and Retirement, Customize Talent Management ETC.

C- Causes and Consequences

Causes
 Today’s HR don’t use the available stock of data to shape the work force of future.

 HR are not working closely with the IT team to crate a software and cloud services to
improve the quality of selection process.

 Performance reviews should be automated or digitized and inability to deploy and track
metrics.

 Not believing in the privacy of E-signature.

 Organizations are not providing proper training on how to implement new technology.

 Use of mobile devices for conducting HR practices is very slow two years ago only 30% HR
used mobile for their practices.
Consequences of Cause

 Not using the data available will slow down the process and people are not able to shape
strategic decision making for their organisations.

 They are not working with IT Department and are overseeing technological solution they
can provide to their organisation.

 Return on workforce investment, workforce productivity, leadership quality ETC are being
compromised because of insufficient performance review.

 Because majority is not adopting e-signature process of hiring, onboarding etc are being
delayed. E- signature should be adopted as it is very secured.

 Organization are not able to carry out their daily process timely and every thing is delayed
as no proper training is given to HR manager.

 Considering Mobile is very useful according to PwC HR technology survey more then 70%
HR use mobile phone.

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D Applicable Concepts and Theoretical Framework:
1- Social Media and recruitment
2- Training and on boarding of candidate
3- Strategic Human Resource management
4-Motivation and Personality traits
5- Managing Organizational changes
6- Data analysis

E- Decision Options and Recommendation

Situation in hand is that every HR is not willing to adopt digitalization.
1- Selection process- Digital interview and form submission will cut down the time required for
various corporate approval, their will be less chance to lose a prime candidate because of time and
geographical constraint, dashboard will allow HR staff to track the process of selection and hiring
and HR staff can also predict how well they fit in the organization.
2- Accelerate the employee on boarding- the availability of candidate information online and
accessible helps to ease the onboarding process all the information from citizenship status to
benefits requirements are handled from centralized source and will increase the speed of the
process.
3- Customize Talent management- This will help to maintain and motivate workforce of the
company and digital HR will help to improve experience of end users be it be HR administration or
employees. Companies can simply offer greater variety of standard practice if everything gets
digital.
4-Adopting process- Digital HR didn't simply came out of nowhere and showed up at
organizations' doorsteps. It has been a steady journey, computerizing different functions and
abilities throughout the previous twenty years. Company should also start adopting the process as
soon as possible.

F Learning Insights:
Change with change- Whole article was about digitization and its importance how all the process
which are very tedious and time consuming could be done with help of few advancement in
technology and if organization do not go with the change, they might lose the upper hand in the
market plus they also loose some prime candidate for their firm which opted to most modernized
firm in the market. There are a lot of challenges in market and to overcome all these challenge
modern HR executives are looking to accelerate digitization to more effectively attract and retain
needed talent as well as to manage services and requirements of the firm.
Role of HR- All we had previously was theoretical knowledge of all the functions of HR but after
reading this article I came across what are the real-life problem faced by HR and how all these
problems could be solved with digitalization. Also, all the stereotype about the work of HR are been
busted now and there is lot more clarity (as they are also involved in IT work) about the scope of
work done by the HR executive.
Importance of data- In the article there was a lot talk about how important Data in todays world is
whether it is related to hiring process or it is the exit or retirement process data is most usefull tool
to carry out any process. And we as a whole are sitting on a huge pile of data is only the matter of
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time and technology on how to use this data in systematic and organised way for our benefit in
which can do all the process easily and timely
G- employee friendly initiative
Xtrim Global Solution Pvt.Ltd
It is a private call centre in Indore they work for different organisation and give them platform to
communicate with their customer. Recently they took various initiative for employee-friendly
environment to improve employee satisfaction involvement and engagement towards the
organisation. Most notable steps are
1- They regularly organise a friendly competition between themselves which includes sports event
and target calling etc.
2- Anti-sexual harassment policies and self-defence workshops are also conducted by them to
improve the sense of safety among women employees. Moreover, women are allowed flexible work
times, work-from-home options and extended maternity leaves as well.
3- They regularly conduct training program for their employee to educate them with the new
technology and trend in the ongoing world.
4- Being a very small organisation they have a chill zone in their office and it is mandatory for
everyone to be present in that zone at a particular time in their working time for half an hour to
release all the work stress.

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