METHODOLOGY FOR DETERMINING THE LEVEL OF DIGITAL MATURITY OF THE ENTERPRISE HR SYSTEM UNDER CONDITIONS OF DIGITAL TRANSFORMATION OF LOGISTICS MANAGEMENT
Abstract
The article is devoted to the development of a methodology for determining the level of digital maturity of the enterprise HR system under conditions of digital transformation of logistics management. It is substantiated that the spread of ERP, TMS and HRM systems, digital logistics platforms, Big Data tools and automated transportation planning technologies fundamentally changes enterprise management processes and increases the role of the HR system in ensuring the efficiency of digital logistics solutions. In this context, the digital maturity of the HR system is considered as an integral characteristic of its ability to support personnel processes within a digitalized logistics environment. A conceptual approach to the assessment of HR digital maturity is proposed on the basis of four interrelated components: technological, organizational and process, competency-based, and analytical. The technological component reflects the implementation of HR information systems and their integration with ERP and TMS platforms. The organizational and process component characterizes the digitalization of recruitment, evaluation, training and motivation processes. The competency-based component determines the level of employees’ digital skills and readiness for change. The analytical component reflects the use of HR analytics, digital KPIs and data-based decision-making tools. Based on this approach, a system of quantitative and qualitative indicators is developed, as well as a normalization procedure and an integrated index for measuring the level of HR system digital maturity. The proposed methodology makes it possible to assess the readiness of the HR system to support digital logistics processes, compare results over time and identify priority areas for human capital development. The practical significance of the study lies in the possibility of using the methodology as a diagnostic tool for evaluating HR digital readiness, improving personnel and logistics coordination, increasing labor productivity, optimizing resource management and strengthening the sustainability of enterprise logistics systems.
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Waller M. A., Fawcett S. E. (2013) Data Science, Predictive Analytics, and Big Data: A Revolution That Will Transform Supply Chain Design and Management. Journal of Business Logistics, vol. 34(2), pp. 77–84.
Marler J. H., Parry E. (2016) Human Resource Management, Strategic Involvement and e-HRM Technology. The International Journal of Human Resource Management, vol. 27(19), pp. 2233–2253.
Bondarouk T., Parry E., Furtmueller E. (2017) Electronic HRM: Four Decades of Research on Adoption and Consequences. The International Journal of Human Resource Management, vol. 28(1), pp. 98–131.
Fenech R., Baguant P., Ivanov D. (2019) The Changing Role of Human Resource Management in an Era of Digital Transformation. Journal of Management Information and Decision Sciences, vol. 22(2), pp. 166–175.
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