DIGITAL TRANSFORMATION OF HUMAN RESOURCE
MANAGEMENT
Digital Technologies Driving Industry 4.0
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
Evolution from industry 1.0 (mechanization) to industry 4.0 (cyber-
physical systems)
Key technologies: IoT, big data, AI, cobots, cloud computing,
augmented reality
Enable interconnectivity, automation, real-time data for optimized
decisions
Require new skills and organizational changes to leverage potential
Importance of Human Resources in Digital Age
Talent critical to organizational success and competitiveness
Need to attract and develop skilled workers, especially younger
generations
Leverage technologies but maintain human focus on developing
talent
Digital Transformation of HRM Functions
Automate recruiting, onboarding, training through digital platforms
Use apps and social networks for engagement and performance
management
Provide flexibility and resources for continuous
retraining/development
Focus on organizational culture and human connections
Challenges for HR Managers
Identify skills for future jobs, retrain employees
Promote flexibility, innovation in organizational culture
Redesign workflows around smart systems
Maintain human connections despite automation
Ensure ethics in use of employee data
Key is Adapting to Digital While Keeping Humans Central
Harness technology but keep focus on developing human capital
Nurture skills, culture, policies to attract and retain talent
Help workers transition to augmented roles working with AI
Maintain trust and human connections throughout transformation
