Human Resource Digital Transformation of IT Sector in India

Abstract

Information technology sector plays a vital role in the economy of the country. So the present study focused on the information technology sector of India to determine the effectiveness of human resource digital transformation. The administrative activities include personal record, updating details and benefits information, employee experience comprise cultural environment, technological environment and physical environment, and work-family balance encompass personal relationship, physical & mental health and overall happiness as independent variables. A total of 336 sample data collected from the employees of the information technology sector from Chennai. The goodness of model fit, composite reliability, discriminant validity between constructs, PLS path modelling utilized in full-fledged structural equation modelling by adopting SmartPLS to test the hypothesis. Employee experience has a positive influence; administrative tasks and work-family balance do not have a positive influence on human resource digital transformation. The results of the effectiveness of human resource digital transformation help the organization in decision-making and emphasize their action.

A study of human resource digital transformation (HRDT): A phenomenon of innovation capability led by digital and individual factors

“…Digital transformation has gained importance in management practice and research by strategically integrating digital technologies, transforming businesses (Nambisan, Wright, & Feldman, 2019) by improvising on existing business processes, culture, and consumer expectations, and facilitating changing market trends (Sankar, 2021). Though prevalent, HRDT is not only a function of technology.…”

“…Although the existing literature on human resource digital transformation (HRDT) suggests that it is not an untouched phenomenon, we observe three major gaps in the literature. First, researchers mention various terminologies, such as HR disruptions (Minbaeva, 2021) HR digitalization (Strohmeier, 2020), and (to some extent) HR transformation (Sankar, 2021). Yet the conceptualization of the entire HRDT construct is confusing and struggles for separation from its antecedents.…”

Advanced Economic and Financial Digital Transformation of Strategic Human Resource Management Practices

“…HRM's role in measuring employee performance has also changed as a result of the change. The implementation of digital technologies makes it possible to establish a performance management system that is focused on evaluating employees' achieved results rather than their work hours [16]. It also implies that the employee appraisal system be redesigned and adapted to the new circumstances and requirements resulting from the organization's digital transformation, particularly within the HRM function [17].…”

Digitized Value Chain in Food Industries: Opportunities and Challenges for SMEs

“…Organizations in food industries need to integrate these digital technologies and their capabilities to transform processes, engage talent and drive new business models to compete and strive in the digital world [12]. The organizational culture of businesses appears to be less influencing factor in implementing digital technologies and both the factors leadership and organizational structure signifies factors with low impact in digital technology adoption [13]. By the adoption of technology in all the processes or activities of value chain it will not only leads to the firm growth but will also achieve the sustainable goals.…”