Chapter 5. Digital HR as an innovative tool for personnel management in organizations against the background of contemporary issues and changes

Digital HR continues to be relevant and even becomes a still more core element of personnel
management in organizations against the background of constant change. The consequences and
impact of constant change such as technological innovation, demographic change, economic turbulence
and globalization establish new challenges for HR management. Digital HR tools make it
possible for organizations to easily scale up or scale down their HR processes depending on their
necessities. They can be conveniently configured to respond to any changes in the company's scope
of work or strategy. Digital HR platforms can support employee engagement and involvement, even
in remote or distributed work environments. This is especially essential in environments where
employees may work in different geographic locations or at different times. Constantly changing
conditions often require a deep understanding of data to make informed management decisions.
Digital HR systems provide tools to collect, analyze and use HR data to make effective strategic
decisions. Constantly changing conditions may require constant updating of skills and competencies
of employees. Digital HR tools can help keep and develop talents by providing access to learning
resources, planning individual learning and development programs, and tracking learning progress.
Therefore, digital HR remains a relevant and essential personnel management tool against the
background of constant change, giving organizations the opportunity to effectively adapt to new
challenges and support competitiveness.