The management of human resources in companies is an essential aspect of management in the digital age. The shift from automated to non-automated task owners and the potentials of digital technologies create new challenges and opportunities for human resources management (HRM).
We deal with business and technical prerequisites, success factors, implementation variants and further implications of digital technologies in HRM for individuals and companies. In various projects with companies, implementation strategies for digital personnel files, electronic HR workflows, artificial intelligence-based approaches, people analytics projects, continuing education concepts, recruitment strategies and campaigns, and for the onboarding of new employees have been researched and realized in projects with corporate practice. These implementation strategies result in the “E-HRM-House” defined by the chair to illustrate different concepts of a Human Resources Information System (HRIS) and their application for the diverse tasks in HRM and to describe a framework for action for companies, which digital technologies can be used purposefully in which contexts.
The focus was not only on the technical implementation, but also on the value contribution of digitization in HRM, which has been demonstrated in various studies conducted by the chair.
We also research the requirements for the “digital workforce” in terms of attitude, skills, knowledge requirements, motivation and behaviors that are necessary to successfully manage digitization in companies. In this way, we contribute to deriving concepts for the qualification of individuals for the “Digital Workforce”.
The basic procedures and theories of the use and value contribution of digital technologies for HRM are the subject of the lecture “Electronic Human Resources Management“.