International Journal of Nonlinear Analysis and Applications

Investigating the development of human resources in line with digital transformation with the approach of structural equations (Case study: Hamrah Avval Company)

Document Type : Research Paper

Authors

1 Department of Public Administration, Qaemshahr Branch, Islamic Azad University, Qaemshahr, Iran

2 Department of Industrial Engineering, Qaemshahr Branch, Islamic Azad University, Qaemshahr, Iran

Abstract

The current research aims to provide a human resource development model in line with the digital transformation of Hamrah Avval Company. The research method is applied-developmental in terms of purpose and descriptive in nature of the survey branch. In this regard, 317 employees of Hamrah Avval Company responded to the questionnaire from the first stage, and the data analysis was based on descriptive statistics, inferential statistics (Kolmogrov-Smirinov test and one-sample t-test) and structural equation modeling. The results of the present research showed that the six dimensions of "organization strategy", "internal processes", "products and services", "customers and market", "information technology architecture" and "organizational culture" were determined as the dimensions of digital transformation in Hamrah Avval company. Also, the indicators and components of human resources development are in line with each of the dimensions of digital transformation in the Hamrah Avval Company including 26 indicators and 5 components for the organization's strategy, 26 indicators and 6 components for internal processes, 18 indicators and 4 components for products and Services are 29 indicators and 6 components for customers and market, 16 indicators and 3 components for information technology architecture and 24 indicators and 5 components of organizational culture, and finally the relationships between them were confirmed based on the structural model.

Keywords

[1] G. Agushi, Understanding the digital transformation approach: A case of Slovenian enterprises, Master’s thesis, University of Ljubljana, 2019.
[2] F.H. Alhalboosi, Human resource development, Int. J. Acad. Res. Bus. Soc. Sci. 2 (2018), no. 2, 1–12.
[3] A. Amla and M. Malhotra, Digital transformation in HR, Int. J. Interdiscip. Multidiscip. Stud. 4 (2017), no. 3, 536–544.
[4] S. Basasi, S. Safari and M. Farajollahi, Investigation of factors affecting the development of human resources (employees of the Department of Education of Sarpol Zahab, academic year 2016-2016), Master’s thesis, Payam Noor University, Tehran, 2016.
[5] T. Bochulia, Digital business transformation: Trends, innovative models, a development program, E3S Web of Conf., 307 (2021), 1–15.
[6] F. Faqihi, H. Darvish and R. Rasouli, Investigating the role of information technology in the development of human resources and job productivity (Case study: Employees of the Shiraz Finance Department), Master’s thesis, Payam Noor University, Tehran West Branch, 2013.
[7] R. Fenech, P. Baguant, and D. Ivanov, The changing role of human resource management in an era of digital transformation, Int. J. Entrepr. 22 (2019), no. 2, 166–175.
[8] A. Hanelt, R. Bohnsack, D. Marz, and C.A. Marante, A systematic review of the literature on digital transformation: Insights and implications for strategy and organizational change, J. Manag. Stud. 58 (2021), no. 5, 1159–1198.
[9] S. Kraus, P. Jones, N. Kailer, A. Weinmann, N. Chaparro-Banegas, and N. Roig-Tierno, Digital transformation: An overview of the current state of the art of research, SAGE Open 1 (2021), 1–15.
[10] K.P. Kuchinke, Y. Cho, O.S. Crocco, M. Cseh, H. Han, and G.N. Mclean, Indigenous research in HRD: Perspectives and a call for contributions, Human Resource Dev. Rev. 21 (2022), no. 4, 374–390.
[11] B.N. Kumar, Digital transformation and its impact on human resource management: A case analysis of two unrelated businesses in the Mauritian public service, Int. J. Novel Res. Interdiscip. Stud. 3 (2016), no. 5, 1–10.
[12] M. Legzian and M. Islamkhah, Challenges facing digital transformation and its research trends, Second Nat. Conf. Organ. Architect. Adv., Shiraz University of Technology, Faculty of Comput. Engin. Inf. Technol., 2017.
[13] Z. Lei and Y. Jing, Study on human resource reform in the digital transformation, Joint Int. Inf. Technol. Mech. Electronic Engin. Conf., 2016, pp. 471–477.
[14] J. Loonam, S. Eaves, V. Kumar, and G. Parry, Towards digital transformation: Lessons learned from traditional organizations, Strategic Change 27 (2018), no: 2, 101–109.
[15] C. Matt, T. Hess, and A. Benlian, A digital transformation strategies, Bus. Inf. Syst. Eng. 57 (2015), 339–343.
[16] M.A. Moradi and M.R. Hedayati, Designing the evolutionary model of Iran’s transition to digital economy, Econ. Res. Quart. 18 (2017), no. 68, 219–251.
[17] C.T. Nolan and T.N. Garavan, External and internal networks and access to HRD resources in small professional service firms, Human Resource Dev. Int. 22 (2019), no. 5, 477–503.
[18] G. Pare and M. Tremblay, The influence of high involvement human resources practices, procedural justice, organizational commitment, and citizenship behaviors on information technology professionals, turnover intentions, Group Organ. Manag. 32 (2007), no. 3, 326–357.
[19] I. Pihir, K. Tomicic-Pupek, and M. Tomicic-Furjan, Digital transformation insights and trends, Proc. Gen. Eur. Conf. Inf. Intell. Syst., Varazdin, Croatia, 2018, pp. 141–150.
[20] B. Power, Digital transformation through SaaS Multiclouds, IEEE Cloud Comput. 5 (2018), no. 3, 27–30.
[21] A. Rahimi, B. Zahid, A. Moinikia, and M. Moinikia, The relationship between information technology and knowledge management with the professional development of gas company employees, Master’s thesis, Mohaghegh University of Ardabil, Faculty of Educational Sciences and Psychology, Ardabil, 2016.
[22] S. Rezaei, M. Moinikia, B. Zahid, A. Moradi, and M. Moradi, The importance of human resource information systems and modeling its role in human resource development, Master’s thesis, Mohaghegh University of Ardabil, Faculty of Educational Sciences and Psychology, Ardabil, 2016.
[23] N. Richman, Human resource management and human resource development: Evolution and contributions, Creighton J. Interdiscip. Leadership 1 (2015), no. 2, 120–129.
[24] R.P. Silva, C. Saraiva, and H.S. Mamede, Assessment of organizational readiness for digital transformation in SMEs, Int. Conf. Ind. Sci. Comput. Sci. Innov. 204 (2022), 362–369.
[25] R. Tubey, K.J. Rotich, and A. Kurgat, History, evolution and development of human resource management: A contemporary perspective, Eur. J. Bus. Manag. 7 (2015), no. 9, 139-149.
[26] S. Valentine and D. Francis, Quality-related HR practices, organizational ethics, and positive work attitudes: Implications for HRD, Human Resource Dev. Quart. 24 (2013), no. 4, 32–49.
[27] K.E. Watkins, A history of the academy of human resource development: An introduction, Adv. Dev. Human Resour. 18 (2016), no. 4, 431–438.
[28] W. Xiaohui and G.N. Mclean, The dilemma of defining international human resource development, Human Resource Dev. Rev. 6 (2007), no. 1, 96–108.
[29] S. Ziyadin, S. Suieubayeva, and A. Utegenova, Digital transformation in business, Technol. Bus. 84 (2020), 408–415.
International Journal of Nonlinear Analysis and Applications
Volume 16, Issue 1
January 2025
Pages 163-178
  • Receive Date: 28 July 2023
  • Accept Date: 07 October 2023