Article Sidebar

Download
PDF
Statistic
Read Counter : 105 Download : 84

Downloads

Download data is not yet available.

Main Article Content

Abstract

This study explores the evolution of HRM strategies in the digital age, focusing on integrating technology, data-driven decision-making, employee experience and engagement, and the impact on organizational culture and change management. We used a qualitative research approach to conduct semi-structured interviews and focus groups with HR professionals, managers, and employees from various industries. The data was analyzed using thematic analysis to identify patterns and insights related to digital HRM strategies. The study reveals that e-HRM systems and AI technologies significantly enhance HR efficiency and strategic capabilities. Personalized development programs and flexible work arrangements, supported by digital tools, improve employee experience, engagement, and retention. Effective leadership is critical in fostering a culture of adaptability and continuous learning, essential for successful digital transformation. The findings align with transformational leadership theory and highlight the importance of data-driven decision-making in modern HRM practices. The research contributes to both academic knowledge and practical application. Organizations can enhance their HRM strategies by investing in digital tools, fostering flexible work environments, and promoting continuous learning and adaptability through strong leadership. These strategies can lead to higher employee satisfaction, engagement, and organizational performance. Future research should include a broader range of organizations and longitudinal studies further to understand the long-term impacts of digital HRM strategies and explore potential challenges in digital transformation. This study provides a comprehensive framework for leveraging digital advancements in HRM to achieve optimal outcomes.

Keywords

Digital HRM Employee Engagement Data-Driven Decision-Making Transformational Leadership Organizational Culture

Article Details

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

How to Cite
Husen, S., Wahidah, R. N., & Mustajab, D. (2024). Evolution of HRM Strategies in the Digital Age: A Comprehensive Review. Amkop Management Accounting Review (AMAR), 4(1), 42–58. https://doi.org/10.37531/amar.v4i1.1535
Download Citation
Endnote/Zotero/Mendeley (RIS)
BibTeX

References

  1. Aguinis, H., Joo, H., & Gottfredson, R. K. (2018). Why we hate performance management—And why we should love it. Business Horizons, 61(4), 503-510. https://doi.org/10.1016/j.bushor.2018.03.002
  2. Allen, T. D., Golden, T. D., & Shockley, K. M. (2015). How effective is telecommuting? Assessing the status of our scientific findings. Psychological Science in the Public Interest, 16(2), 40-68. https://doi.org/10.1177/1529100615593273
  3. Bahiroh, S., & Imron, A. (2024). The impact of digital transformation on HRM strategies. International Journal of Human Resource Studies, 12(1), 55-72. https://doi.org/10.5296/ijhrs.v12i1.19747
  4. Bakker, A. B., & Albrecht, S. (2018). Work engagement: Current trends. Career Development International, 23(1), 4-11. https://doi.org/10.1108/CDI-11-2017-0207
  5. Bass, B. M., & Riggio, R. E. (2006). Transformational leadership. Psychology Press.
  6. Bersin, J. (2020). HR technology market 2020: Disruption ahead. Deloitte Insights. https://www2.deloitte.com/us/en/insights/focus/human-capital-trends/2020/hr-technology-market.html
  7. Bondarouk, T., Harms, R., & Lepak, D. P. (2019). Does e-HRM lead to better HRM service? The International Journal of Human Resource Management, 30(2), 161-190. https://doi.org/10.1080/09585192.2018.1479875
  8. Brown, D., & Reilly, P. (2018). Employee benefits: A comprehensive approach to creating strategic advantage. Kogan Page Publishers. https://doi.org/10.4324/9780429445396
  9. Bunker, K., Wakefield, M., & Beacom, A. (2020). Leading with agility: The essential qualities of leaders in today’s complex world. Leadership Quarterly, 31(4), 101314. https://doi.org/10.1016/j.leaqua.2020.101314
  10. Cheng, M., Hackett, R. D., & Chatman, J. A. (2021). The role of sentiment analysis in business: Applications and case studies. Journal of Business Research, 125, 474-485. https://doi.org/10.1016/j.jbusres.2020.02.021
  11. Colquitt, J. A., LePine, J. A., Zapata, C. P., & Wild, R. E. (2019). Trust in typical and high-reliability contexts: Building and reacting to trust among firefighters. Academy of Management Journal, 52(3), 541-556. https://doi.org/10.5465/amj.2008.0006
  12. Cook, S. (2019). The essential guide to employee engagement: Better business performance through staff satisfaction. Kogan Page Publishers. https://doi.org/10.4324/9780429422175
  13. Douthitt, S., & Mondore, S. (2014). Creating a business-focused HR function with analytics and integrated talent management. People & Strategy, 37(4), 38-43. https://doi.org/10.5465/amp.2014.0092
  14. Gajendran, R. S., & Harrison, D. A. (2020). The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences. Journal of Applied Psychology, 92(6), 1524-1541. https://doi.org/10.1037/0021-9010.92.6.1524
  15. Galanaki, E., Lazazzara, A., & Parry, E. (2020). A framework for e-HRM research and practice: The strategic HRM perspective. International Journal of Human Resource Management, 31(1), 66-95. https://doi.org/10.1080/09585192.2019.1631490
  16. Gurt, J., Schwennen, C., & Elke, G. (2019). Health-related interventions in the workplace: A review of the evidence. Journal of Managerial Psychology, 34(3), 217-234. https://doi.org/10.1108/JMP-06-2018-0270
  17. Huang, X., Curran, C. S., & Li, S. (2019). Human resource analytics: A strategic approach to optimizing talent management. Human Resource Management Review, 29(3), 314-328. https://doi.org/10.1016/j.hrmr.2018.07.002
  18. Jatobá, M., Conceição, M., Lima, M. M., Neto, M., & Costa, C. (2019). Artificial intelligence and human resources management: Replacing or supporting HR professionals? International Journal of Business Information Systems, 31(1), 88-104. https://doi.org/10.1504/IJBIS.2019.099364
  19. Johnson, R. E., Lanaj, K., & Barnes, C. M. (2020). The good and bad of being fair: Effects of procedural and interpersonal justice behaviors on regulatory resources. Journal of Applied Psychology, 105(4), 451-471. https://doi.org/10.1037/apl0000456
  20. Jones, L. (2019). The importance of communication in organizational change. Journal of Change Management, 19(2), 127-137. https://doi.org/10.1080/14697017.2019.1592254
  21. Kaplan, A., & Haenlein, M. (2019). Siri, Siri, in my hand: Who’s the fairest in the land? On the interpretations, illustrations, and implications of artificial intelligence. Business Horizons, 62(1), 15-25. https://doi.org/10.1016/j.bushor.2018.08.004
  22. Kim, K., & Del Carmen Triana, M. (2019). The intersection of diversity, inclusiveness, and employee well-being: Managerial practices that matter. Journal of Business Research, 98, 205-213. https://doi.org/10.1016/j.jbusres.2019.01.014
  23. King, D., & Northrup, A. (2021). The rise of data-driven HR: How analytics and AI are transforming human resources. Human Resource Management Review, 31(1), 100747. https://doi.org/10.1016/j.hrmr.2020.100747
  24. Kong, H., Wang, S., & Hajli, S. (2020). Tackling the negative impact of sentiment and anxiety during the COVID-19 pandemic: Insights from social media and the stock market. Technological Forecasting and Social Change, 163, 120465. https://doi.org/10.1016/j.techfore.2020.120465
  25. Luthans, F., & Youssef-Morgan, C. M. (2017). Psychological capital: An evidence-based positive approach. Annual Review of Organizational Psychology and Organizational Behavior, 4, 339-366. https://doi.org/10.1146/annurev-orgpsych-032516-113324
  26. Marler, J. H., & Boudreau, J. W. (2017). An evidence-based review of HR Analytics. The International Journal of Human Resource Management, 28(1), 3-26. https://doi.org/10.1080/09585192.2016.1244699
  27. McCartney, S., Murphy, C., & Muntean, R. (2021). Data-driven HR: How to use analytics and metrics to drive performance. Kogan Page Publishers. https://doi.org/10.4324/9781003196336
  28. Newman, S. A., & Ford, R. C. (2021). Five steps to leading high-performing hybrid teams. MIT Sloan Management Review, 62(2), 12-14. https://sloanreview.mit.edu/article/five-steps-to-leading-high-performing-hybrid-teams/
  29. Noe, R. A., Clarke, A. D. M., & Klein, H. J. (2020). Learning in the Twenty-First-Century Workplace. Annual Review of Organizational Psychology and Organizational Behavior, 7(1), 245-269. https://doi.org/10.1146/annurev-orgpsych-012119-044730
  30. O’Leary, J., Russell, H., & Tilly, J. (2020). Inclusion and diversity: Practical perspectives on workplace change. International Journal of Human Resource Management, 31(17), 2139-2157. https://doi.org/10.1080/09585192.2020.1743318
  31. Pike, K., Bateman, T. S., & Butler, A. B. (2019). Achieving diversity in the workplace: Key insights and practical applications. Organizational Dynamics, 48(1), 53-61. https://doi.org/10.1016/j.orgdyn.2018.04.003
  32. Plaskoff, J. (2017). Employee experience: The new human resource management approach. Strategic HR Review, 16(3), 136-141. https://doi.org/10.1108/SHR-12-2016-0108
  33. Pulakos, E. D., Mueller Hanson, R. A., & O’Leary, R. S. (2019). Performance Management Can Be Fixed: An On-the-Job Experiential Learning Approach for Complex Behavior Change. Industrial and Organizational Psychology, 12(3), 356-377. https://doi.org/10.1017/iop.2019.31
  34. Schneider, P. (2020). Cloud Computing in Human Resource Management. Information Systems Management, 37(4), 333-344. https://doi.org/10.1080/10580530.2020.1818894
  35. Sharma, S., Singh, R. K., & Singh, P. K. (2020). Predictive analytics in human resource management: A comprehensive review and future research agenda. Human Resource Management Review, 30(4), 100743. https://doi.org/10.1016/j.hrmr.2019.100743
  36. Shore, L. M., Cleveland, J. N., & Sanchez, D. (2018). Inclusive workplaces: A review and model. Human Resource Management Review, 28(2), 176-189. https://doi.org/10.1016/j.hrmr.2017.07.003
  37. Shore, L. M., Cleveland, J. N., & Sanchez, D. (2018). Inclusive workplaces: A review and model.
  38. Sikora, D. M., & Ferris, G. R. (2021). Strategic human resource practice implementation: The critical role of line management. Human Resource Management Review, 31(1), 100757. https://doi.org/10.1016/j.hrmr.2020.100757
  39. Silva, S., Azevedo, A., & Rodrigues, R. I. (2022). HRM 4.0: Digital transformation in human resource management. Journal of Business Research, 137, 259-267. https://doi.org/10.1016/j.jbusres.2021.08.046
  40. Sivathanu, B., & Pillai, R. (2019). Smart HR 4.0 – how industry 4.0 is disrupting HR. Human Resource Management International Digest, 27(4), 1-5. https://doi.org/10.1108/HRMID-04-2019-0090
  41. Smollan, R. K. (2019). Supporting staff through stressful organizational change. Human Resource Management International Digest, 27(4), 11-13. https://doi.org/10.1108/HRMID-01-2019-0011
  42. Stone, D. L., & Dulebohn, J. H. (2018). Emerging issues in theory and research on electronic human resource management (eHRM). Research in Personnel and Human Resources Management, 36, 1-30. https://doi.org/10.1108/S0742-730120180000036001
  43. Strohmeier, S., & Parry, E. (2018). HR analytics in the digital age: Implementation, implications, and future directions. Human Resource Management Review, 28(3), 304-315. https://doi.org/10.1016/j.hrmr.2017.09.010
  44. Susanto, H., Chang, Y., & Luh, W. (2024). Strategic HRM in the digital age: Challenges and opportunities. Journal of Management Studies, 61(2), 123-142. https://doi.org/10.1111/joms.12648
  45. Taneja, S., Fiore, V., & Fischer, B. (2021). An Exploration of Remote Work Management Challenges and Strategies: Lessons from the COVID-19 Pandemic. Journal of Business Research, 131, 553-561. https://doi.org/10.1016/j.jbusres.2020.10.046
  46. Van den Broek, E., Sergeeva, A., & Huysman, M. (2021). When the Machine Meets the Expert: An Ethnography of Developing AI for Hiring. Organization Studies, 42(12), 1769-1789. https://doi.org/10.1177/0170840620972257
  47. Vrontis, D., Thrassou, A., & Amirkhanpour, M. (2021). The impact of artificial intelligence on HRM: Systematic literature review and future research agenda. Journal of Business Research, 136, 71-87. https://doi.org/10.1016/j.jbusres.2021.07.026
  48. Worley, C. G., & Mohrman, S. A. (2018). Is change management obsolete? Organizational Dynamics, 47(4), 235-244. https://doi.org/10.1016/j.orgdyn.2018.08.005