Chapter 6: Human Resource Management and Digitalisation

In the digital transformation process involving companies, the human resources (HR) area is mainly involved in improving digital processes and skills. In this context, HR management takes a leading and enabling role in the digital transformation, harmonising business interests, and people’s needs. The transformation pervades many areas, and while organisations perceive digital innovation management as one of their main objectives for the future, the challenge is not simple: to create a real digital HR Management path, HR Management must not only coordinate activities that affect the entire organisation but also make a transformation that affects its competencies (Crespi, 2019).

The results of the 2019 Research of the HR Innovation Practice Observatory show that, among the main initiatives activated by HR departments in response to the digital transformation, there are three main areas of action: training, research, and selection of people and investments in digital. In particular, this last area sees a phase of growth, with an increase in investments primarily in training and employer branding and selection processes. Therefore, there are different dynamics with which HR management evolves in an increasingly ‘digital’ logic. However, the imperative for those who deal with HR management remains only one: innovate by embracing the new digital trends and assuming a change leader’s role. This is vital because the innovation enables workforces to demand more from their employers, fuelled by changes in society and the economy. Employees no longer accept the handed-down approach to learning and training – they want more of these opportunities, and they know the tools to help them are out there.