Smart Human Resources Architecture: A Structural Approach to the Digital Transformation of Knowledge-based Companies

Document Type : Research Paper

Authors

1 Associate Prof., Department of Management, Faculty of Economics, Management and Adminstrative Sciences, Semnan University, Semnan, Iran.

2 Assistant Prof., Department of Management, Faculty of Economics, Management and Administrative Sciences, Semnan University, Semnan, Iran.

3 Associate Prof., Department of Management, Faculty of Economics, Management and Administrative Sciences, Semnan University, Semnan, Iran.

4 PhD. Candidate, Department of Human Resource Management, Faculty of Economics, Management and Administrative Sciences, Semnan University, Semnan, Iran.

Abstract

Objective: The aim of the current research is to design smart human resources with a digital transformation approach. Considering the expansion of the function of transformative technologies in businesses and the growth of knowledge measures, designing a structural model of digital transformation in the human resource management systems of knowledge-based companies plays a great role in their excellence and sophistication. In terms of purpose, this study is an applied-developmental research and it was carried out with a cross-sectional survey approach.
Methods: In order to identify the underlying issues of smart human resources architecture based on digital transformation, we have used the theme analysis method and MaxQDA software, and to provide a structural approach, we have used the structural-interpretive method and MicMac software.
Results: By analyzing the content of the expert panel interview, which includes seventeen academic elites, human resource managers and digital transformation managers in knowledge-based companies, 245 codes were identified in the open coding stage. Finally, through axial coding, three comprehensive categories, eight organizing categories and sixty-two basic themes were identified, which in comprehensive categories, was categorized in the form of managerial factors, process factors and human resources factors.
Conclusion: Based on the analysis, it can be stated that the strategies of organizational architecture, human resource management, core technology, employee participation, and human resource architecture have the greatest power of influence on structural model design and they have great influence on knowledge management and organizational learning. Making the human resources smart can be achieved by paying attention to these two factors.

Keywords

References

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Journal of Public Administration
Volume 14, Issue 2
2022
Pages 215-234

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