International Journal of Applied Research
Vol. 3, Issue 8, Part J (2017)
Digital transformation and its implications on HR
Digital has been a driving force of change across industries; and the transformation is accelerating – it took five years for Apple to transform the music industry while Uber and Airbnb profoundly reshaped the transportation and hospitality sectors in less than two years. One can measure the pace of digital disruption in months while it takes years for an organization and its people to fully embrace such fundamental changes in the way they operate. Change management is by far the most enduring bottleneck to digital transformation. While technology adoption continues to be top of mind in all digital things, we advocate in this point of view that fundamental changes in leadership and talent attributes are far more critical to successfully embark in the digital journey. As employees change in tandem with digital culture, HR departments must evolve how they acquire, manage and retain talent. Today’s workforces have high expectations. Employees don’t want to be boxed in. Employee retention and productivity is now intrinsically tied to employees’ expectations for a digital business and the changing way they work. HR organizations are exploring a number of new ways to embrace digital transformation for better business.
How to cite this article:
Dr. K Latha. Digital transformation and its implications on HR. Int J Appl Res 2017;3(8):660-662.