A perspective on adaptive structurization for HRM capabilities to increase effectiveness of HRM through integration of digitalised HRM practices

Abstract

The development of human resource management (HRM) is essential for organizational success in the fast-paced work environment of today. In order to increase the efficacy of HRM, this research examines the idea of adaptive structuration in HRM. The main ideas, advantages, as well as difficulties of adaptive structurization are examined in this secondary research, which is interpretivism-based and employs a deductive methodology. Examples from businesses like Amazon, Google, IBM, Microsoft, and Salesforce, along with Cisco Systems demonstrate the way this transition has had a significant influence in real-world settings. The maturity of HRM capacity may have a significant impact on how well sophisticated information technology works both inside the company and with people; digital HRM practises may be impacted by a very high or very low HRM capability maturity. We propose that digital HRM practises facilitate the provision of effective services that better satisfy the demands of line managers at a time when HRM capacity maturity is high, thereby encouraging social networking between HR managers and line managers. The complementarity of functional HR practises is also made possible by the HRM system's high level of maturity. Data-driven decision-making, more flexibility, as well as greater personnel recruiting and retention, are all advantages. Challenges including opposition to change and worries about data security. The study also explores strategies for establishing a continuous learning culture and adjusting HRM frameworks. In the digital age, adaptive structurization appears as a critical framework for HRM to flourish, making it crucial to organizational success.