Strategic Human Resource Management (HRM) in the Digital Economy

The key focus of this paper is to extend the concept of digital technology and its strategic impacts on the management of human resources in the current corporate world. The present level of digital HRM adoption is defined through an analysis of secondary data collected from international surveys, trade magazines, and case studies, as well as research exploring its effects on important HRM processes and associated opportunities and challenges. Some of the statistical studies that clearly reveal causation include correlation, regression, ANOVA, and chi-square tests, which reveal very strong positive relationships between digital HRM adoption and such performance benchmarks as engagement, time to hire, and cost per hire. Test results based on Unilever and IBM's cases suggest that transitioning to digital HRM is not a myth and has common benefits, including effective recruitment, effective learning, and possibly cost efficiencies. The descriptive analysis in this study reflects the effects of contextual variables, revealing variations in adoption levels across sectors and firm sizes. The following relevant issues of implementation are also discussed: Data security is an important aspect of any change implementation, and this is discussed. The conclusion underscores the potential of digital HRM as revolutionary and offer valuable advice to those in the HR profession operating in a digital environment. The research moves on to utter the potential of future advancement and its impact on the process of HRM specialists, besides expressing the necessity to apply digital services to HR processes with more caution.