Volume 12, Issue 4 (2023)
ORMR 2023, 12(4): 97-118 |
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1- Ph.D. Student, Human resources management , Faculty of Management and Accounting, University of Tehran, Tehran, Iran.
2- Assistant Professor,Business Management Group, Faculty of Management and Accounting, University of Tehran, Tehran, Iran.
3- Assistant Professor, Management Group, Farhangian University, Tehran, Iran. , hakim@ut.ac.ir
4- Professor, Government Management Group, Faculty of Management and Accounting, University of Tehran, Tehran, Iran.
5- Assistant Professor, Business Management Group, Faculty of Management and Accounting, University of Tehran, Tehran, Iran.
2- Assistant Professor,Business Management Group, Faculty of Management and Accounting, University of Tehran, Tehran, Iran.
3- Assistant Professor, Management Group, Farhangian University, Tehran, Iran. , hakim@ut.ac.ir
4- Professor, Government Management Group, Faculty of Management and Accounting, University of Tehran, Tehran, Iran.
5- Assistant Professor, Business Management Group, Faculty of Management and Accounting, University of Tehran, Tehran, Iran.
Abstract: (1163 Views)
Objective: Despite massive investments in the field of digital human resource management, the failure rate of these projects is high. One of the main reasons for the failure of these projects is the lack of a proper roadmap and methodology for digital human resources. Therefore, the purpose of this study is to provide a roadmap for digital transformation in the field of human resources.
Methodology: The present study was conducted using a meta-combined method. The data collection tool in the present study is past documents in this field, which generally includes 31 articles. The data analysis method is based on three-step coding.
Findings: The results indicate that the roadmap for digital transformation in the field of human resources includes three layers of infrastructure, processes and goals. Infrastructure layer includes: new technical and technological factors, human and cultural factors, managerial factors and organizational factors; The process layer includes three main categories: support activities, core activities and evaluation and development activities, and the objective layer includes: digital staff, digital work environment, strategic integration, improving staff experience, improving time, cost and quality of human resource services.
Methodology: The present study was conducted using a meta-combined method. The data collection tool in the present study is past documents in this field, which generally includes 31 articles. The data analysis method is based on three-step coding.
Findings: The results indicate that the roadmap for digital transformation in the field of human resources includes three layers of infrastructure, processes and goals. Infrastructure layer includes: new technical and technological factors, human and cultural factors, managerial factors and organizational factors; The process layer includes three main categories: support activities, core activities and evaluation and development activities, and the objective layer includes: digital staff, digital work environment, strategic integration, improving staff experience, improving time, cost and quality of human resource services.
Article Type: Qualitative Research |
Subject:
Organizational Behavior and Human Resource Management
Received: 2022/05/13 | Accepted: 2022/07/13 | Published: 2023/03/1
Received: 2022/05/13 | Accepted: 2022/07/13 | Published: 2023/03/1
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