Digital Maturity of HR in SMES Issues 2022

Running head: DIGITAL MATURITY OF HR IN SMES
DIGITAL MATURITY OF HR IN SMES
Name of the Student
Name of the University
Author Note

DIGITAL MATURITY OF HR IN SMES1
Event Articles - DIGITAL MATURITY OF HR IN SMES
http://journals.euser.org/files/articles/ejes_v6_i1_20/Thomas.pdf
Human resource management that is also termed as personnel management consists of different
activities performed by an organization to confirm the utilization of the employees for
achievement of goals and objectives. The HRM functions of an organization are focused on
people side of the management (Bratton & Gold, 2017).
The key issue that has been discussed in the article is related to big data analytics or the human
resource analytics that mainly refers to the techniques like predictive analytics, data mining and
real-time data collection (Thomas, 2020). “Digital transformation of small and medium-sized
enterprises (SMEs) - such as Li, Su, Zhang and Mao (2017) - is a relatively unexplored area in
which the authors identify a research gap. At the same time - as Chen, Jaw and Wu (2016)
describe - digital transformation offers a multitude of opportunities, especially for SMEs, to
increase their success. Li et al. (2017) describe that the digital transformation itself, as well as its
causes, success factors and consequences, have already been well researched.”
The sector of HR or human resource management on which the article focused is mainly based
on the people analytics or human resource analytics. The use of people analytics related to the
ways by which huge volumes of data can be used for the purpose of understanding the patterns
and trends (Thomas, 2020). The digital transformation that has taken place in the SMEs due to
implementation of digital processes is a major issue discussed in the article.
The core argument that has been developed in the article is related to the implementation of
people analytics process that is used for analyzing data of employees in various organizations.