FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W4386051498> ?p ?o ?g. }

• W4386051498 abstract "Purpose The purpose of this article is to analyze the digital innovations which are being introduced in the HRM field in organizations in the modern business services sector in Finland and Poland. It is also intended to identify the most important factors/trends that influence digital innovations and to identify the challenges they generate for HRM departments. The practical objective is to develop recommendations for organizations executives, policy makers and researchers. Design/methodology/approach The research was mainly based on a quantitative research approach and a questionnaire survey. Additionally, the authors conducted a semi-structured interview was with the representatives of the HRM departments in the surveyed organizations. The qualitative research of the obtained results allowed to deepen the obtained quantitative data. The purpose of the data triangulation used was to increase the reliability of the data. Findings Nearly 90% of HRM employees declared that the companies they work for have implemented digital innovations. Among the introduced digital innovations, chatbots, dashboards, application software systems, a virtual HRM assistant and digital tools were indicated. The COVID-19 pandemic and the progress of robotization and automation have accelerated the implementation of digital technologies in HR departments in both Poland and Finland. There are however differences between the two countries – it is evident that in Finland digital innovations were already introduced by modern businesses organizations before the pandemic period, while in Poland the innovations were mostly implemented during and after the pandemic period. It is worth emphasizing the differences regarding the two countries in terms of the level of technology advancement. Research limitations/implications Similar to most studies conducted, this study has its limitations and the authors are aware of them. First, future research using the tool which was used in this study should focus on confirming its reliability. Secondly, its scope and scale were limited as it was not possible to obtain an industry-wide sample. It should be noted that the obtained results cannot be generalized to a broader context, although they provide valuable conclusions and recommendations and may be an inspiration for further research. For the future research, it is recommended that the researchers should pay more attention to the challenges and difficulties that accompany digital innovations in HRM departments. One of the aspects is the need to pay attention to the cultural and psychological aspects of the presence of technology in organizational areas, which have only been signaled in this article. A more in-depth study could address the issue of negative attitudes toward the introduction and use of digital technologies. The future research could focus on creating the necessary conditions at each stage of introducing digital innovations and using the potential of these tools – starting with needs analyses, awareness of goals, benefits, dealing with concerns and risks, communication and evaluation and assessment of the technology in question. For future research, it is recommended that researchers pay more attention to the challenges and difficulties that accompany digital innovations in HRM departments. One of the aspects is the need to be aware of the cultural and psychological aspects of the presence of technology in organizational areas, which has only been signaled in this article. A more in-depth study could address the issue of negative attitudes toward the introduction and use of digital technologies. The future research could focus on creating the necessary conditions at each stage of introducing digital innovations and using the potential of these tools – starting with needs analyses, awareness of goals, benefits, dealing with concerns and risks, communication and evaluation and assessment of the technology in question. Practical implications The study provides suggestions for practice, providing companies in Finland and Poland with the insight into the impact of the trends on the development of digital innovations in HRM departments and the challenges they generate. The contributions of this study are also the recommendations and guidelines for organizations to effectively implement digital technologies. This will allow not only to better adapt to the present situation, but also to more accurately predict future trends. Social implications The research results can be useful for the development of HRM practices, as traditional practices are increasingly being replaced by new digital modes of leading and managing capital resources in organizations. This development is followed by the need for new competencies in HRM (Mazurchenko, Maršíková, 2019), a new understanding of leadership, thus digital tools may prove particularly supportive in this context (Salojärvi, 2018). Digital innovation research conducted in the modern business services industry can be particularly valuable in the context of the flow of technological innovations, including know-how, implementation of modern organizational solutions; which transfers to other industries (MORR, 2017). Digital innovations can contribute to reducing the complexity of HRM functions, which will accelerate management and personnel decisions. It will improve the quality of analytical data, as well as increase access to employees and opportunities in planning their personal development. As a result, the introduction of digital innovations will contribute to reducing costs and increasing the efficiency of HRM processes. Originality/value This study provides a new and timely perspective by examining applied digital innovations and related challenges affecting the implementation of digital innovations by HRM departments in the modern business services sector. This survey provides comprehensive information on how and what can enhance the capacity for digital innovation in Finnish and Polish organizations. This article theoretically analyzes the importance of technological development for HRM departments and reviews the previous research on digital technologies in HRM departments and the factors and challenges of introducing digital innovations. It also characterizes the modern business services sector, which is very active in introducing digital innovations." @default.
• W4386051498 created "2023-08-23" @default.
• W4386051498 creator A5011894518 @default.
• W4386051498 creator A5076804581 @default.
• W4386051498 creator A5086020495 @default.
• W4386051498 date "2023-08-23" @default.
• W4386051498 modified "2023-09-27" @default.
• W4386051498 title "Digital transformation in HRM of the modern business service sector in Finland and Poland" @default.
• W4386051498 cites W2038210126 @default.
• W4386051498 cites W2288522181 @default.
• W4386051498 cites W2524229565 @default.
• W4386051498 cites W2526781987 @default.
• W4386051498 cites W2888150070 @default.
• W4386051498 cites W2889959392 @default.
• W4386051498 cites W2897872982 @default.
• W4386051498 cites W2908590439 @default.
• W4386051498 cites W2979485434 @default.
• W4386051498 cites W2981715398 @default.
• W4386051498 cites W2994902995 @default.
• W4386051498 cites W3003846460 @default.
• W4386051498 cites W3026745931 @default.
• W4386051498 cites W3036063864 @default.
• W4386051498 cites W3085533388 @default.
• W4386051498 cites W3216438484 @default.
• W4386051498 cites W4213056731 @default.
• W4386051498 cites W4224246403 @default.
• W4386051498 cites W4230125588 @default.
• W4386051498 cites W4291825974 @default.
• W4386051498 cites W4312774183 @default.
• W4386051498 doi "https://doi.org/10.1108/jocm-11-2022-0339" @default.
• W4386051498 hasPublicationYear "2023" @default.
• W4386051498 type Work @default.
• W4386051498 citedByCount "0" @default.
• W4386051498 crossrefType "journal-article" @default.
• W4386051498 hasAuthorship W4386051498A5011894518 @default.
• W4386051498 hasAuthorship W4386051498A5076804581 @default.
• W4386051498 hasAuthorship W4386051498A5086020495 @default.
• W4386051498 hasConcept C126082660 @default.
• W4386051498 hasConcept C127413603 @default.
• W4386051498 hasConcept C144133560 @default.
• W4386051498 hasConcept C162853370 @default.
• W4386051498 hasConcept C17744445 @default.
• W4386051498 hasConcept C18762648 @default.
• W4386051498 hasConcept C199539241 @default.
• W4386051498 hasConcept C202372285 @default.
• W4386051498 hasConcept C2780378061 @default.
• W4386051498 hasConcept C41008148 @default.
• W4386051498 hasConcept C56739046 @default.
• W4386051498 hasConcept C78519656 @default.
• W4386051498 hasConceptScore W4386051498C126082660 @default.
• W4386051498 hasConceptScore W4386051498C127413603 @default.
• W4386051498 hasConceptScore W4386051498C144133560 @default.
• W4386051498 hasConceptScore W4386051498C162853370 @default.
• W4386051498 hasConceptScore W4386051498C17744445 @default.
• W4386051498 hasConceptScore W4386051498C18762648 @default.
• W4386051498 hasConceptScore W4386051498C199539241 @default.
• W4386051498 hasConceptScore W4386051498C202372285 @default.
• W4386051498 hasConceptScore W4386051498C2780378061 @default.
• W4386051498 hasConceptScore W4386051498C41008148 @default.
• W4386051498 hasConceptScore W4386051498C56739046 @default.
• W4386051498 hasConceptScore W4386051498C78519656 @default.
• W4386051498 hasLocation W43860514981 @default.
• W4386051498 hasOpenAccess W4386051498 @default.
• W4386051498 hasPrimaryLocation W43860514981 @default.
• W4386051498 hasRelatedWork W1978505276 @default.
• W4386051498 hasRelatedWork W1979439403 @default.
• W4386051498 hasRelatedWork W1988022704 @default.
• W4386051498 hasRelatedWork W2010805752 @default.
• W4386051498 hasRelatedWork W2136710333 @default.
• W4386051498 hasRelatedWork W3092124593 @default.
• W4386051498 hasRelatedWork W3132716659 @default.
• W4386051498 hasRelatedWork W4206036160 @default.
• W4386051498 hasRelatedWork W4322709250 @default.
• W4386051498 hasRelatedWork W4362553048 @default.
• W4386051498 isParatext "false" @default.
• W4386051498 isRetracted "false" @default.
• W4386051498 workType "article" @default.