Digitalization of Human Resource Management Practice and Its Impact on Employee Well being

Abstract

By embracing digital tools and platforms, HRM practices encompassing recruitment, onboarding, performance management, and training have undergone a metamorphosis, rendering them more efficacious and seamlessly interconnected. Consequently, this has engendered a diminution in administrative burdens while concurrently amplifying the productivity of HR professionals, affording them the luxury of directing their efforts towards strategic endeavours of paramount importance. Such changes hold the potential to elevate the equilibrium between work and personal life, bolster job satisfaction, and fortify overall well-being. Employees now possess an augmented level of authority over their schedules, thereby curtailing arduous commuting endeavours and fostering a more harmonious integration of personal and professional obligations. However, it is incumbent upon us to acknowledge and anticipate the potential stumbling blocks that might materialize alongside the digitalization of HRM. One such challenge lies in the ambiguity that arises as the boundaries between work and personal life begin to blur due to the ceaseless connectivity facilitated by digital platforms.

This incessant connection, albeit advantageous, can inadvertently engender escalated levels of stress and burnout among employees. Routine feedback sessions, comprehensive training modules, and multifarious development opportunities can all serve as indispensable tools to empower employees and facilitate seamless adaptation to the evolving digital landscape within their respective roles.