Central Luzon State University

Science City of Muñoz, Nueva Ecija

College of Business Administration and Accountancy

MNGT 4115: SPECIAL TOPIC ON HUMAN RESOURCE MANAGEMENT

CURRENT HR TRENDS IN THE DIGITAL WORLD:

A SPECIAL RESEARCH PROPOSAL

Guillandez, Arjay C.
Group Leader

Arce, Renz Christian A

Baltazae, Harrel Louise B.
Linao, Meisy Monique R.
Velasco, John Nile S.
Group Members

DECEMBER 2022
I. Introduction

Every business is made up of people, and its human resources. An organization is

nothing without human resources. Human resource management is about managing these

people effectively. Things have changed rapidly in the recruitment industry in recent years.

Companies no longer use newspapers and leaflets to advertise job openings because of

technological advancements. Instead, they rely on digital platforms such as job search mobile

apps or web portals to find the best talent for their company. Many companies have

implemented HR tech solutions into their work in recent years. The progression to a digital HR

paradigm enables firms to maximize human resources more efficiently and reliably by

leveraging social, mobile, analytical, and cloud technologies. Priorities for human resource

technology include analytics, virtual technologies, and updated learning platforms.

Job seekers, on the other hand, are no longer required to run from one company to

another in order to drop off their resume. Initially, websites such as Jobstreet.com,

Monster.com, Naukri.com, and others aided candidates in their job search, but the tech-savvy

generation is looking forward to faster and more reliable mobile solutions. Digital technologies

clearly impact HR activities and shift HR managers' roles from static to dynamic and strategic.

With evolving technologies and growing numbers of social media users, HR professionals need

to be aware of how these new technologies are affecting recruiting and hiring decisions in

today's digital workplace. A recent survey found that 75% of workers say they wouldn't mind

if their employer used social networks to screen applicants. Other research shows that 80% of

all jobs are now posted on job boards or in online ads and that 55% of job seekers find their

jobs through social media. However, employees can easily hide important information from

employers via privacy settings on social media networks. Also, employers can access their

candidates' social media profiles to learn more about their backgrounds. This can make it easier

for employers to screen out potential candidates based on factors such as race, age, religion,

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gender, etc. Employers can also evaluate a candidate's personality traits and interests through

his or her social media profiles. In addition, organizations can also use social media to provide

recruiting support and answer questions from candidates during the hiring process.

In this highly competitive market, it has become important for companies to stand out

by highlighting unique aspects of their organization and culture to attract top talent. Some of

the trends in HR digitalization are the field of artificial intelligence is expanding, virtual reality

for training and remote work has been simplified. Recruitment process automation software

has increased the efficiency and speed of candidate recruitment, making it easier for companies

to recruit qualified candidates for their open positions. These automated recruiting systems

allow you to customize and track every step of the recruitment process from a single platform.

Artificial intelligence trend is being used to create process to pre-screen potential employees.

AI is being applied to candidate screening so that recruiters can conduct preliminary screenings

to determine whether a candidate's qualifications match the job requirements before scheduling

an interview. The effectiveness of AI in recruiting can be improved by carefully analyzing the

data obtained from certain sources such social media and professional networking sites to help

inform decisions about which candidates to select for interviews. Using AI in recruitment can

also help eliminate bias during the recruitment process by enabling recruiters to better identify

promising candidates based on objective criteria rather than personal preferences or

stereotypes. HR trends show that in spite of the challenges, Artificial Intelligence will improve

and streamline processes and at the same time provide more access to quality candidates.

Trends show automation is playing an increasingly important role in the recruitment process,

allowing recruiters to efficiently sort through large numbers of resumes to find the most

qualified applicants for job openings in their organization . With all these benefits, it becomes

more important than ever to keep up to date with the latest developments in recruitment

technology in order to stay ahead of the competition. As the use of technology and automation

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continues to increase in the workplace, we expect to see this trend continue, changing the way

companies recruit and hire new employees in the years ahead.

II. REVIEW OF RELATED LITERATURE

Human resource management digitalization enables firms to upgrade HR activities and gain a

competitive edge. At the same time, it necessitates a shift in working style as well as a shift in

the need for HR capabilities. The goal of this study is to present the phenomena of digitalization

in the literature, investigate its current significant advantages and hazards, and analyze its

impact on the capabilities and duties of HR professionals. The qualitative research comprises

a secondary data analysis describing the current level of digital abilities based on the responses

of over 7,000 respondents from six EU member states (Germany, Finland, United Kingdom,

Portugal, Sweden, and Slovakia). The main data analysis on HR social media capabilities

gathered in five European nations that took part in the SHARPEN research is also offered here.

This article also discusses recent developments in HR professional capabilities. According to

the findings, HR professionals are rather hesitant to utilize technology. The findings also

showed the relevance of digitization for human resources and the current increase in demand

for digital skills.

The goal of this research is to investigate the evolving role of human resource

management in an era of digital revolution. The study topic is: how do HR (human resource)

experts see the evolving role of Human Resource Management in the age of digital

transformation? The restructuring of corporate processes, activities, and structures to capitalize

on the benefits of modern technology is known as digital transformation. Researchers are

increasingly recognizing human capital, intellectual capital, and knowledge as essential

components in the hunt for competitive advantage that may be brought about by digital

transformation strategy. A resource-based perspective is used, in which a company's resources

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(technology and human capital) are viewed as assets and capabilities owned or controlled by

the firm that produce value for the business in the pursuit of a competitive advantage. The study

technique is qualitative, with five HR (human resources) experts in the United Arab Emirates

participating in semi-structured interviews (UAE). The semi-structured interviews cover HR

planning, reward management, performance management, training and development, health

and safety, and employee relations, as well as their evolution in the digital age. Thematic

analysis of the primary themes and sub-themes is used to analyze the results. The primary

results are that, while digitalization has an influence on day-to-day HR practices and processes,

notably the usage of human resource information systems, there is less focus on HR's role in

contributing to the digitalization plan.

Human resource management operations are becoming more automated, transparent,

centralized, and efficient as a result of digitalization. Digitalization, automation, and

robotization are all having a substantial influence on the labor market's evolution. New

technologies are altering the standard functionality of workers in several professional domains.

Digital tools are being integrated into company operations, including human resource

management. The article provides a summary of a number of research conducted by the authors

in order to investigate the impact of practices of digital technology introduction into personnel

work in Russian businesses of various industries and forms of ownership. Primary and

secondary sources of information were used to acquire data. Empirical data was gathered via

the use of various approaches such as surveys and interviews with respondents. The sample of

respondents was chosen based on the objective of the study. Respondents included students,

working and unemployed residents of all age groups. The research results are summarized and

analyzed to provide a picture of certain aspects of the digitalization process in the field of

human resource management in Russian companies. All of the studies presented in the paper

were conducted in 2018 and cover processes of working with personnel such as the

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development of the HR-brand company, sales managers recruiting, and computerization of

employee labor functions. The authors pay special attention to the impact of the introduction

of digital technologies within the activities of companies on the people's behavior in the labor

market, as well as in the workplace, how the content of employees' work, their motivation, and

the efficiency of labor processes changes.

Digital technologies clearly impact HR operations and shift HR managers' roles from

static to dynamic and strategic. There are several difficulties and possibilities for HR managers

to boost employee productivity and, eventually, profitability by efficiently connecting digital

employees to automated occupations and the new digital forms and organizational structure.

New HR strategies are required to address the digital skills gap, develop loyalty and

engagement, manage diversity, enable work-life integration, and maintain the talent pool of

digital employees. To be effective in their new role, HR managers must first operate as strategic

positioners (knowing the company environment and the imposing external variables), then as

change agents, and finally as technology proponents (need to know how to access, analyze,

assess and share information and how to apply new technologies of information). Human

resource managers must learn digital skills and improve their digital dexterity. More study is

needed to better understand HRM roles and how and to what degree these roles are influenced

by occupational and organizational variables. The ethical elements of employing digital

technology to acquire, store, and use employee data require further empirical investigation.

To summarize, industrial businesses are always striving to increase their

competitiveness in order to ensure their profitable survival. The use of the Internet and new

information- and communication technologies provides several chances to improve the

efficiency and efficacy of a company's activities. One of the major concerns of business

executives is, "How should we employ these new technology in our company?" ", as well as

"How will this effect our employees?" "Analysis of the company's current situation is one of

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the requirements for finding answers to the above question." In close collaboration with an

Austrian leading manufacturer, the Institute of Industrial Management created an "Industry 4.0

roadmap" to assess the company's current level of development. One outcome of this

collaboration was a clear multi-stage process model that enables for a systematic step-by-step

approach including appropriate managers and other corporate personnel. The "Industry 4.0-

Roadmap" model designed tackles five corporate areas (Purchasing, Production, Intralogistics,

Sales, and Human Resources) and comprises five maturity levels based on particular questions

for each area. The present status in the company's areas can be shown using a standard

percentage classification of each maturity level. Following the presentation of the current

condition, management must establish the future state by answering the question, "What level

of maturity do we aim to attain in our company?" " Some personnel needs can be obtained

indirectly from these future standards." Employees' enhanced digital competency is one of

these criteria. Based on the new requirements, an adequate human resource management

strategy should be developed, implemented, and transferred into daily work, leading to an

individual development plan for each employee. Based on the objectives mentioned above, the

presented model is a suitable instrument for countering the challenges of HR through

digitization adequately.

III. EVALUATION

PROS CONS

1. Pool of Talented Freelancers 1. Difficult for Beginners

2. Cost Effective 2. High Commission

3. Strong Security and Data Protection 3. Fake Reviews/Feedbacks

4. Fiverr helps finds customer/clients 4. Strict Policies

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 5. Offers Diverse Digital Services 5. High/Unrealistic Expectations from the

buyers

IV. CONCLUSION

Digital HR enables firms to maximize human resources more efficiently and reliably

by leveraging social, mobile, analytical, and cloud technologies. Priorities for human resource

technology include analytics, virtual technologies, and updated learning platforms. 70% of all

jobs are now posted on job boards or in online ads and 55% of job seekers find their jobs

through social media. Recruitment process automation software has increased the efficiency

and speed of candidate recruitment. Artificial intelligence is being used to create process to

pre-screen potential employees.

Using AI in recruitment can also help eliminate bias during the recruitment process. As

the use of technology and automation continues to increase in the workplace, we expect to see

this trend continue.

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V. RECOMMENDATION

The conclusion revealed that Digital HR provides many benefits, such as broadening

the job posting for the hiring process, maximizing human resources, and increasing efficiency

in the recruitment process by using artificial technology (AI). Future Researchers may use these

findings to gain information about Digital HR. Exploration of Digital HR for its maximum

benefits is a must, and Digital HR implementation or use is a must for companies that stick to

traditional HR since Digital HR is a trend and opportunity for companies to expand their HR

and its capabilities. Companies needs to catch wind of these trends to gain a competitive

advantage over other companies.

Furthermore, upon the evaluation of the Fiverr pros and cons we draw to the following

recommendation for the future improvement and better services in the future. Fiverr must have

a beginner tutorial so it will be easy for the beginners to use their services, whether it is a seller

or a buyer. Second, Fiverr must review the rate of commission from the seller. Third, Fiverr

must ensure that the feedbacks or reviews must be from the client to ensure their credibility to

the potential future client and to avoid the confusion or wrong expectation. Lastly, it is okay to

implement strict policies as long as the goal of the policies is to protect the buyer and the seller

from different kind of scams or issues however these policies must not be harm the seller or

buyer. It should be beneficial to buyer and seller and as well as with the Fiverr itself. Therefore,

Fiverr must review or evaluate the policies it implement and change or revised some policies

if it needed.

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VI. REFERENCES

Chytiri. (2019). Human Resource Managers’ Role in the Digital Era. Journal of Economics

and Business, 69(1–2).

Fenech, Roberta, Baguant, Priya, Ivanov, & Dan. (2019). THE CHANGING ROLE

HUMAN RESOURCE MANAGEMENT IN AN ERA OF DIGITAL

TRANSFORMATION. Journal of Management Information & Decision Sciences,

22(2).

How artificial intelligence influencing recruitment process in 2022. (2022, November 15).

HRTech Series: Top HR Technology News, Insights &

Analysis. https://techrseries.com/amp/artificial-intelligence/how-artificial-

intelligence- influencing-recruitment-process-in-2022/

HR tech market overview: HR technology trends in 2022. (2022, October 26).

HRForecast. https://hrforecast.com/7-digital-hr-technology-trends-2022/

Mazurchenko, A., & Maršíková, K. (2019). Digitally-Powered Human Resource

Management: Skills and Roles in the Digital Era. Acta Informatica Pragensia, 8(2),

72–87. https://doi.org/10.18267/j.aip.125

R., S. S., B., R., & M., R. H. (2016). THE FUTURE OF EMPLOYMENT – CHALLENGES

IN HUMAN RESOURCES THROUGH DIGITALIZATION. Institute Industrial

Management, FH JOANNEUM University of Applied Sciences, Austria.

https://stumejournals.com/journals/i4/2016/2/128

Strohmeier, S. (2020). Digital human resource management: A conceptual clarification

German Journal of Human Resource Management: Zeitschrift Für Personalforschung,

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2022 HR statistics: Job search, hiring, recruiting & interviews. (2022, April 22).

zety. https://zety.com/blog/hr-statistics

Ravi, V. (2022, September 14). How recruiting automation improves the candidate

experience. Learn Hub | G2. https://learn.g2.com/recruiting-automation?hs_amp=true

Using AI to eliminate bias from hiring. (2019, October 29). Harvard Business

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