The human element in HR digitalization

Digitalization, in essence, describes transformation of functions to computer-based systems and programs, particularly utilization of robotics and AI (Viitala 2021.) Digitalization is not just part of the future, but very much part of today -  escalated by the global pandemic. All of a sudden many of us were forced to work remotely and the majority of communication was transferred online as well. Some companies were better prepared than others, but this sort of "forced digitalization" was a shared experience to many.

In the context of HR digitalization means primarely more data-driven decision-making and using human recourses analytics as a tool to further this. Many of the HR processes can be automated via robotics and HR systems and this has entirely changed the HR as work. (Verma, Rana & Meher 2023.)

According to Murugesan, Subramanian, Srivastava and Dwivedi (2023), robotics can be seen to encompass both the use of AI and ItO (Internet of Things), all of which open up tremendous opportunities also for the field of HR.

In both aforementioned article it is underlined that in utalizing HR as an essential tool to increase company's operational business potential, HR analytics and robotics are the way to go about it.

Yet, as I see it, it is still worth remembering that actual humans and human emotions are still in the very centre of HR work. No matter how automated and smart HR becomes, it will always have the need to interact and most of all, help real people coming in with complex problems.

It is also noteworthy that in most cases, digitalization does not just happen on its own. In my own experience it requires quite determined, planned and transparent leadership and often involves several person's efforts. While reviewing various HR processes for for example automatization (such as processing employee documents or job applications, many parts of the "old way" may start to seem superfluous or unimportant - this is how the process of digitalization actually makes us look differently on the ways we work in more areas than one.


Murugesan, U., Subramanian, P., Srivastava, S. & Dwivedi, A. 2023. A Study of Artifical Intelligence impacts on Human Resource Digitlization in Industy 4.0. Article. Decision Analytics Journal, vol 7. 2023. Accessed Oct 7th 2023: https://doi.org/10.1016/j.dajour.2023.100249

Verma, S., Rana, N. and Meher, J.R. 2023. Identifying the enablers of HR digitalization and HR analytics using ISM and MICMAC analysis. Article. International Journal of Organizational Analysis, Vol. ahead-of-print No. ahead-of-print. Accessed Oct 6th 2023: https://doi-org.ezproxy.haaga-helia.fi/10.1108/IJOA-01-2023-3611

Viitala, R. 2021. Henkilöstöjohtaminen: keskeiset käsitteet, teoriat ja trendit. Edita Publishing Oy. e-Book.

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