Digitalization of human resource management practices and its impact on employees’ well-being

Abstract

Purpose – the purpose of the article is assessing the impact of the processes of the labor activity digitalization on employees’ well-being that have not yet received sufficient attention in HRM research and practice. The causal relationship between the digital transformation of the HRM practices and employees’ well-being is examined in the paper. Research methodology – the research methodology involves the analysis of data obtained by means of sociological surveys, narrative and content analysis. Additionally, the case study method allows us to explore the problem in detail using the example of the largest Russian university. Findings – the results of our study identify the problematic issues resulting from expanding the practice of applying digital technologies in HRM system, proving the negative impact of digitalization processes on employee well-being (along with positive effects), and, therefore, the need to develop management solutions aimed at preserving well-being in the workplace. Research limitations – the limitations of this pilot research are primarily due to the insufficient sample size that will be overcome in the future annual monitoring study. Practical implications – searching for new management decisions and models aimed at prevention of worsening wellbeing at work in organizations that introduce digital technology. Originality/Value – the novelty of this study consists in examining the HRM digitalization process in the context of social pollution of the labor sphere

Capabilities and competencies for digitised human resource management: perspectives from Australian HR professionals

“…As Prakash, Krishna, and Mores (2019) express it, ‘digital transformation is all about fulfilling all employees’ expectations, management expectations, and all customer expectations … [and is] particularly relevant for performance management, career management and compensation management’ (p. 3). Bondarouk and Brewster (2016) and Fedorova and Koropets (2019) are similarly optimistic, with the former extolling the virtues of these technologies to implement HRM strategies and policies ‘through the conscious and direct support of and/or with the full use of channels based on web technologies’; and the latter cautioning that the merging of these technologies in HRM processes and practices ‘must bring benefits to the overall employee well‐being and must be evaluated not only in terms of their effectiveness and efficiency but also in terms of perceived equity and fairness by all employees' (p. 8). In addition, Kaur (2018, 2) emphasises the need for ‘human‐centric and individualised’ cultures and work environments with benefits for all employees.…”

Family Businesses and Their Transition to Industry 4.0

“…Since I4.0 impacts all workers, combining all areas of personnel management by using digital technologies for transparency and consistency is required (Fedorova et al, 2019). Due to the digital revolution, e-HR emerged as a new way of practicing HRM activities with the latest web-based and computer-based tools and applications.…”

“…With e-HR adoption, human resources staff are enabled to focus on strategic functions of their jobs (Fedorova et al, 2019;Baykal, 2020). Although I4.0 poses various challenges regarding employee qualification, it also provides new technological possibilities, enabling more efficient and secure training and learning processes (Schneider, 2018).…”

“…Considering its importance, research on the topic of I4.0 and HR "lacks a managerial perspective" (Schneider, 2018;Shamim et al, 2016). Most of the previous studies on this topic are based in developed counties like Russia (Fedorova et al, 2019;Ivanova et al, 2019), Germany (Becker & Stern, 2016;Bonekamp & Sure, 2016;Hecklau et al, 2016;Schneider, 2018;Whysall et al, 2019), Austria (Sorko et al, 2016), mainland Europe (Bouwman et al, 2018;Harteis, 2018), South Africa (Dhanpat et al, 2020;Bag et al, 2021a;Bag et al, 2021b) and Poland (Piwowar-Sulej, 2020). Additionally, there is a lack of empirical research relating to I4.0 (Shamim et al, 2016) in the developing countries of South Asia, especially Bangladesh (Islam et al, 2018), and none focusing on I4.0 and family businesses.…”

Requirements For The Supra-Professional Competencies Of Graduates In Remote Employment

“…A large number of modern employment studies are devoted to automation issues and its impact on the labor market (e.g. Fedorova et al, 2019;Frey & Osborne, 2017;Odegov & Pavlova, 2017;Tonkikh & Pesha, 2019). The new era of the knowledge and innovation economy has identified the main product that is the result of work -knowledge.…”