Ahmed Alsalim

Dear Professor,

Thank you for the interesting question.

Digital transformation of business was brought in with the objective of improving the performance of human resources. The important aspect is that decision making rests on humans who are controlling the business. Therefore, digital transformation of business is not solely responsible for the performance of human resources. There are many other factors.

Therefore, in conclusion it can be said that digital transformation of business will to some extent affect the performance of human resources.

Best regards,

Anamitra.

Digital transformation of the business are greatly impact the performance of the human resources. Not like past, digitalization enable HR to perform their work much efficiently than before.

Yes respected sir, I believe it will transform the process of business and the functionalities entirely with the help of Artificial and Allied Technologies especially because it helps us to make a task or work project near to zero errors. Digitization enables us to unlock new potential of both, machineries as well as Human Beings with good working techniques, increased performance and productivity, health factors (Sustainability and factoring) with much reduced costs.

But it does comes with some negative dosage as well. Some companies revolt against the Digitalization because they believe it may not be able to take everything under control due to which disputes may arise, leading to a bad goodwill, etc.

Let's hope the good uses outlooks the bad ones!

Venkata Karthik yes there are certain companies revolt on digitalization in aspect of cost mainly...Further traditional management process, leaders are quite comfortable to keep their subordinates closer to them and micromanage them.

In fact, in the long run digitalization open up many avenues and increase the overall effectiveness of the HR. And also it increase the diverse talent pool as well. Traditional organization and hierarchical structure may oppose to it.

This is a superb topic, but the answer is a given.

The impact of corporate digital transformation on HR performance can be positive or negative, depending on a company's digital transformation practices and strategies.

Positive impact: Digital transformation can improve the performance of a company in terms of productivity, product quality and customer satisfaction, which in turn can lead to improved performance across the enterprise. In this case, digital technology can provide more data support and decision-making basis for human resource management, helping companies to formulate human resource strategies more accurately and improve employee performance.

Negative impact: If digital transformation focuses only on the application of technology and neglects to integrate with human resource management, it may lead to problems such as employees not adapting to new technologies, lack of digital literacy and lack of relevant skills. These problems may lead to lower employee performance and higher turnover rates, which in turn may affect the performance of the entire organisation. In addition, digital exploitation is a topic that deserves deeper reflection.

Therefore, in the process of digital transformation, companies need to focus on the organic integration of human resource management and digital technology in order to maximise the benefits of digital technology and improve the performance of employees. For example, training employees in the use of digital technology, encouraging them to participate in the planning and implementation of digital transformation, and establishing a digital performance appraisal mechanism. These measures can effectively improve employee performance and drive the successful implementation of digital transformation.

Definitivamente el uso de la Inteligencia Artificial aplicada a varias herramientas, no sólo simplificará la Gestión del Talento Humano, sino que esta tiene que reinventarse para redefinir indicadores de desempeño. Definitivamente el desempeño tendrá un énfasis en las competencias blandas.

Like all changes that humanity has seen, the digital transformation especially its AI aspect is a great change that needs to be managed well. Every change has it two fundamental distinctive elements:

1. The material aspect of change.

2. The humans aspect of change.

The material aspect has only one handicap, the availability of funds/capital. Provided you have money one can buy top of the edge technology. But its the Human aspect of change which is the greatest problem as it requires change in behaviors and unlearning of previous learning and relearning of the new leaning. Any change agent shall first has to do away with the insight inertia of its people by addressing their ideological differences that they might have about the new change. He should also see whether, the desired change is contestable between him and the people? if so is the case he should resolve that contestability in the favor of desired change. Lastly it also depends upon the credibility of the change agent and he/she needs to establish acceptance within the subjects of change (the people or employees).

Now coming to the broad question that whether new digital transformation is going to affect the performance of HR. Yes it would and it could be both positive and negative. It would be positive if the digital transformation/AI is willingly embraced as an organizational function rather than rejecting it and should be properly managed as discussed above.

AI is going to pitch the human competence to even higher echelon literally bringing to life the saying, " The survival of the fittest" . And all those who are going to shy away from this new demand of the time would certainly miss the bus at a cost of national and personal loss. It would be especially challenging for the human intensive organizations like( Agriculture, railways, textile sector) and countries like China, India, Bangladesh, Indonesia and Pakistan. Because such human intensive organizations/countries simply can not afford to lay off their HR on the altar of AI, because fundamentally all organizations and countries exist for the well being of their people and future generations.