Digital disruption and the future of HRM
View(s):The 21st century heralded a new era of technological transformation that enhances our style of living, working, and managing people. Owing to this digital revolution, there has been a change in Human Resource Management (HRM). Today, it is no longer a mere administrative task – transformed into an important function powered by technology that drives business performance.
The fast adoption of AI, automation, big data, and cloud computing has created both possibilities and problems which is forcing HR professionals to rethink conventional practices in every sphere of business. Shifts in what employees expect from their workplace has shifted profoundly with respect to Human Resource Management. With Millennials, along with Generation Z, making up a large portion of the workforce, the demand is for much more than job security or financial compensation.
Inclusivity, a positive work-life balance, and continuous learning are among other factors that they place importance on. Purpose-oriented work also gained traction because of the remote and hybrid models of working that were enforced during the Covid-19 pandemic. Everything has changed; the norm is now what used to be considered an exception. Google and Meta have implemented flexible work arrangements which allow employees to work from home half the week, with in-person offices transformed into venues for collaboration and innovation. This phenomenon has encouraged HR departments to shift from conventional policies and develop new strategies around engagement, wellness, and productivity.
At the same time, trends in consuming news digitally also illustrate the rate at which information flow is undergoing change due to digital transformation. In Sri Lanka, early 2024 estimates indicate that about 56.3% of people (12.34 million) are internet users with 60.8% participation on social media platforms. An interesting finding is that out of all internet users, 73% use WhatsApp to relay news updates, signaling a rapid shift towards the private instant communication interface for informational exchanges (DataReportal, 2024; University of Kelaniya, 2024). Examining these shifts reveal us the entire context of today’s environment in which HRM operates – dynamic pace, interconnectivity, continuity and enduring changes.
Innovations in technology shape and reshape the processes of human resource management. As an example, recruitment, onboarding as well as employee evaluation is done using Artificial Intelligence. HireVue, for instance, applies machine learning to evaluate candidate’s video interviews. Likewise, LinkedIn smarts sets advert aids candidates who are compatible with advertised positions. The effectiveness of these tools goes far beyond improving hiring timelines; they also help eliminate unconscious biases during hiring and assist companies in building diverse teams. Onboarding of employees that used to take a long time because it was manual is now digital through platforms like BambooHR and Workday which aid new employees in doing training and paperwork online.
(See full article in sundaytimes.lk)
- S Fathima Sharfin
District Secretariat Colombo
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