myHRfuture：2024数字化时代的人力资源：人力资源专业人士行为新特征研究报告（英文版）（34页）.pdf

1、1HR in theDigital Age A New Behavioural Profile of the HR Professional ContentsExecutive summary 401 Digital transformation and HR 602 Using behavioural data to better understand HR 1003 Does HR have the potential to succeed in the Digital Age?1704 Preparing HR for a digital,data-driven future 22Met

2、hodology 28Authors 29References 30Acknowledgements 32About Insight222 32Organisations have wrestled with digital transformation as a result of rapid technological disruption since the 1990s.Rarely has this been more of a challenge than during the Covid-19 pandemic,as the need for remote working and

3、digital infrastructure accelerated.In many companies,the human resources(HR)functions response to the pandemic exceeded the business expectations.In fact,the importance of the CHRO during the Covid-19 crisis of 2020-2021 has been likened to that of the CFO during the global financial crisis of 2007-

4、2009.1 Yet remote ways of working are only one part of a much larger effort to becoming a digitally enabled business that can survive and adapt through technological disruption.In one report,87%of C-suite executives report that the pandemic has accelerated HR transformation and significantly increas

5、ed the functions influence on the rest of the business.2 So,can human resources,as a function,maintain this newfound influence?Possibly not!Almost two-thirds of C-suite executives surveyed in the same report in 2021 believe that their HR function will lose its influence after the pandemic.3 This lea

6、ds us to ask:Does HR have the potential to adapt in the digital age?In the course of this research,Insight222 collaborated with pymetrics to gather and analyse behavioural assessments of 266 top performing HR professionals,largely at the HR manager level.The result is a powerful and unique behaviour