Digital HR

Reading a book, a month to improve myself and career was a major plan I had ensured I fulfilled in the year 2023 in my entire mission to ‘Settle down’ and have a clearly defined plan for my life; to this tip-bit into my 2023 schedule, I did like to share the book I read in February,2023.

So, after all said and done, let me provide a summary of what I think the book;

TITLE: DIGITAL HR – A Critical Management Approach to the Digitalization of Organizations

AUTHOR:  Amelia Manuti & Pasquale Davide de Palma, is all about.

The book explores how digital transformation is currently changing the way we manage human resources (HR) in organizations. Digital HR provides insights into the challenges and opportunities that arise when integrating technology into HR processes and how as an HR professional, I can leverage technology to improve my work.

The authors argue that digital transformation is not just about using technology to automate existing HR processes, but also about creating new HR strategies that will take advantage of digital tools and platforms. They examine how digital technologies such as social media, artificial intelligence (AI), and data analytics can be used to recruit and develop talent, manage employee engagement and well-being, and drive organizational change. ​They argued that the HRM [Human Resources Management] system might be moving from the old paradigm of HR as resources ​to be exploited, to the Manpower paradigm. They made inference Singapore as a country that has moved ahead from Ministry of Labour to Ministry of Manpower and that they are now in the lead position ​of National Intellectual Capital in the World together with USA and ​the Nordic countries.

The book also discusses the impact of digital transformation on the HR function itself, including the skills and competencies needed by HR professionals in a digital age. The authors highlight the need for HR professionals to become more data-driven, agile, and collaborative, and to embrace new ways of working.

When HR goes Digital, then it can develop into a digital ecosystem to nourish the Human potential. It can now shift its focus from Human Resource strategy, as ​muscle power, to becoming an ecosystem to leverage the Human ​Brain Power Potential. By doing this, HR will be able to challenge the surrounding infrastructure, ​such as a workday system of 7 hours, going to a fixed office place, getting to the office before you can work, or ​retirement system based on leaving workspace at around 60, travelling down for physical interviews and all other old ways of doing things in the HR world.

The book made reference to the era we are, it termed it as Mind Era. This is with a focus on neuroscience and providing insights into how the woman brain and mind works. That is, at what time of the day do you think employee’s brain work best? At what time of the day is their thinking at best? At what age is their creativity flourishing? At what space can their inspired thinking flourish? What functional food, environment, work situation will have an effect on how employees think and how their mind works?

In essence, Digital HR is saying, go from just doing your normal HR stuff to the digital world, know how the employee’s brain and mind works. Most of the problems we have at work will be solved if we know how the employees mind works and become proactive to this rather than wait and allow them mess up our work and then react. When we know how their mind works, read and study them, we will be fully ready whenever anything comes up and there will be no surprises.

Overall, “Digital HR” offers a practical and insightful guide to navigating the challenges and opportunities of digital transformation in HR. It provides a valuable resource for HR professionals, managers, and leaders who are looking to stay ahead of the curve in a rapidly evolving digital landscape.