Data Insights Referral CW2: Digital Disruption in the IT HR Sector

This report delves into the realm of data insights, specifically within the HR sector of an IT organization. It examines the concept of digital disruption, defining its impact on business data and the HR function. The report outlines various job roles and required skill sets within the HR sector, providing insights into career pathways. A questionnaire and discussion guide are presented, offering a structured approach to understanding the subject matter. The report covers the different types of digital disruption, the importance of digital innovation in HR, and HRM practices. The conclusion synthesizes the key findings, highlighting the significance of data insights and digital disruption in the evolving landscape of HR within the IT sector. The report emphasizes the importance of understanding the data, and the impact of digital disruption to the HR sector.

Data Insights Referral CW2

TABLE OF CONTENT
INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Digital Disruption........................................................................................................................3
Impact of Digital disruption on business data..............................................................................3
Types of job and skills in the sector.............................................................................................4
Questionnaire...............................................................................................................................5
Discussion Guide.........................................................................................................................5
Testing questionnaire and guide..................................................................................................6
CONCLUSION ...............................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Data insights is known as the understanding of deep understanding an individual or the
organizations gain of the information which is analysed and used for addressing a particular
issue. In this project the chosen sector is HR in an IT organization. This is a term data insights is
used as the specific and relevant enough data which is used for leading the organization to the
actions which is used for increasing the efficiency, revenues and also the profit of the
organization. In this project the digital disruption will be explained. This project will explain
how the business sector will be affected from the data insights and also the data disruption. This
project will also define the type of jobs in this sector which enable the individual for success in
its career.
MAIN BODY
Digital Disruption
Digital disruption is also known as that change in the fundamental expectations and
behaviour of the culture, industry and the process which is caused or expressed by the digital
capabilities, channels or assets of the organization. The rapid increase in the use of mobile
devices for both the personal and the official use is a kind of consumerization of IT, as it has
increased the potential of the digital disruption in many industries. Generally digital disruption is
noted in the organization or the industry after a certain period or when there is a sudden
technological innovation. These innovations can be of any type as such as machine learning, new
internet websites and or the utilization of new technology or devise (Tucci, 2021). This shift of
the digital technology automatically affects the organization, industry, society on each and every
level.
Impact of Digital disruption on business data
For the HR manager the digital disruption is considered to be very effective. It is
important because digital disruption has the capability to change and affect the data of the
business. This data about the business and its employees is very important for an HR employee.
Digital disruption in an organization affects the data in the following ways,
Growth :

With the digital disruption the data of the business is effected. However, digital
disruption generally brings growth in the organization. This is important as an HR manager as
employee development is considered very important for the organization. This is how the digital
disruption in data is impactful for the HR manager (Vanini, 2018)
Satisfied customers and employees :
The digital innovation which the digital disruption brings in the organization can be a
game changer for the customers and the employees. For an HR managers it is important that both
the employees and the customers are satisfied. The customers enjoy digital disruption because
their services and products they get are improved by the digital disruption and the employees
benefit their development with the help of digital disruption.
Improve and evolves workplace :
It is considered to be important because it helps the business with its operations.
Improved operations allows the organization to improve itself strategically and also evolve itself
and the work place. The HR mangers use the digital disruption to digitalize their operations and
also influence the experience of the individuals (Keane, Chen and Wen, 2018).
Types of job and skills in the sector
In the HR sector the types of job available for an individual are, HR generalist, HR
recruiter, HR specialist, Compensation Manager, Employee Relationship manager, Training and
Development manager, change consultant and also Technical Recruiter. These roles in the HR
Sector have different requirement of skill set. However, in general these roles have the same
objective of managing the Human resource of the organization. Therefore, the required skills of
an HR profession are,
Communicational skills :
This skill is considered to be the most important and effective skills for the HR
employees to have. It is so very important because it helps them to create a link between the
business and the employees. Communication between the organization and its stakeholders is
very influential at different levels of authority (Tsiareshchanka, 2020).
Administrative Expert :
For an HR the major role is to make sure the duties in the areas involving the employee
leave, absence, absence files and in and outflow of the employees is maintained. For the
management of this area's administration is required in the HR department.

Proactivity :
Proactivity is more of a personal trait in the individuals working for the HR department.
Its importance is seen in the connection between the employer and the employee. It helps the
organization is solving the potential problems and also preventing them for escalating(Mihardjo,
Furinto and Rukmana, 2018).
Advising :
It is important for the employees to have the quality of to be able to advise both the
employees and the managers or their senior managers on the personal issues. These issues are
considered to be operational of which the HR employees need to have the quality to solve their
problem.
Coaching :
The skills of coaching are very helpful for the one on one session which the employees
need to go through in order to spread their information about the other people and during their
training. Coaching skills consists of re-integration, conflict resolution and also assistance to the
front-line managers with the issues they face from people (Mohammmed Iddrisu and et.al.,2018).
Recruitment and selection :
It is important for an HR professional to have the skills to select and recruit individuals
for the organization. Interviewing skills are also the part of this skill as it allows them to select
the best and explore the match between the candidates and the culture of the company
(Silverberg and et.al.,2018).
Questionnaire
What are the different types of Digital Disruption ?
What are the importance of Digital Innovation in HR
Explain the HRM practices?
Discussion Guide
For the face to face interview the HR professional should either be structured or
unstructured. There are different ways of approaching the interview. Some approach which the
HR candidates can use in the interview are,
Behavioural and competency based approach :
This approach of an interview is based of have a proper behaviour and being competent
on the basis of the both interviewing and aiming to discover the interviewee performing on the a

specific situations. This logic of this approach is to predict the future behaviour of the
organization.
Situational approach :
The situational approach is a very effective because it states the candidates to a given
hypothetical scenario or event in which they focus over the experiences, behaviour , knowledge,
skills and also the abilities. In this approach the candidates responds after understanding the give
situation.
Testing questionnaire and guide
What are the different types of Digital Disruption?
The different types of digital disruption are,
Transformation of Market Demand :
In an industry the biggest transformation of digital technology occurs when the digital
technology changes on the basis of the patterns and levels of demand of the products and
services. In this digital disruption the technology changes the shape of the pattern of the market
demand for a specific product or services forcing or indulging companies in or out of the
business which can either influence new organization to enter the market or make it very difficult
for them to do so (HRD connect, 2020).
Transformation of shopping & purchase :
The digital disruption influences the market demand from the underlying the products
and services can change the shopping and purchase. In the shopping and purchase the digital
marketing of the organization technology is very influential. The change in the technology of the
organization automatically affects the shopping and purchasing features which affects the
organization and its policies.
Transformation of communication :
Communication is the organization is improved when there is introduction of a new
technology. This is important as the employees in the organization are able to connect with each
other and be effective at the same time. It is said to be important feature as it allows the
organization to speed up its operations and also increase the quality of the production.
What are the importance of Digital Innovation in HR ?
Digital innovation is said to be very important for the HR department. The benefits of the
digital innovation in the Human Resource Management are,

Time and Leave management :
Technology is considered to be very important for the management and tracking of the
pertinent information regarding the leave and also the monitoring of time of the employees.
These informations are very crucial for an HR and thus requires accuracy.
Managing information :
The digital simplification of the process of all the employees and their essential
information in addition to the simplification of their decision-making. In simple words
technology helps the HR management to keep record of the important information they have
regarding the organization and its employees (Kristoff and et.al., 2018).
Utilization of Data and analytics :
HR department is successful in understanding the value of the data analytics so that they
can add to the business in the areas like learning and development of the employee engagement.
The HR functions are made for benefiting from the data which is available to them. They use the
data derived from the technology for making improvement in the HR process.
Employee experience :
With the help of digital innovation HR management is successful in finding ways of
improving the employee experience. This allows them to connect with the employee with the
means of social media even after the working hours. Employees embrace the improved user
experience of their digitalized work environment.
Explain the HRM practices?
For a candidate of the job role in HR department the individual needs to understand the
common HR practices. The HRM practices are,
Providing security to the employees :
Employment security is one of the best and the first practice of the HR. Every employee
wants and employer to enable the employee in order to provide themselves and their family. It
influences the employees to provide extra efforts on their job. With the help of employment
security employees are enabled to go home and provide for them as well as their family.
Selective Hiring :
It is very important for the HR to be very selective during the Hiring of the individuals in
the organization. Bad selection often results in the bad performance of that individual in the
organization which decreases the productivity of both the organization and its employees.

Self-managed and effective teams :
Another very important practice for the HR is to influence the employees in doing
teamwork which will allow them to increase their performance and have crucial effect on the
company. Teamwork increases the efficiency of the individuals in working towards a common
goal (Mohammmed Iddrisu and et.al.,2018).
Performance based compensation :
With the help of performance based compensation the HR is able to motivate the
employees and make sure that they are happy and satisfied with the work they are doing.
Employee training :
It is also very important for the HR to make sure that they are focusing themselves on the
professional and personal development. Employees feel it worth it while working for an
organization which is concerned with their development as it improves future growth.
With the help of the guide provided about the interview of HR professional it has been
shown that how the individual should approach the interview. By the application of the answers
to the given questionnaire the individuals will be successful to understand the role of the HR in
an IT sector. The Digital disruption plays and important role specially in an IT organization as it
affects the way operations of the HR. Thus, it is important for the candidates to know and
understand the impact of digital disruption.
CONCLUSION
With the help of this project it can be concluded that digital disruption is very important
for the managing of data in the organization. This project provided an overview of the necessary
system which are provided for improving the interview of an individual for the HR department.
In this project the different skills required for the Job role of HR is also highlighted. In this
project a questionnaire is provided regarding the digital disruption and the HR practices.

REFERENCES
Books and Journals
Keane, M., Chen, Y. and Wen, W., 2018. The creative economy, digital disruption and
collaborative innovation in China. In Creative Industries and Entrepreneurship.
Edward Elgar Publishing.
Kristoff, H., and et.al., 2018. Digitalization & HR. The University of Oslo.
Mihardjo, L.W.W., Furinto, A. and Rukmana, R.A., 2018. The effect of dynamic, innovation,
and alliances capability on sustainable competitive advantage in the digital disruption
era for incumbent Telecommunication firm. In Proceedings of the International
Conference on Industrial Engineering and Operations Management Bandung,
Indonesia.
Mohammmed Iddrisu, S., and et.al.,2018. Nurses' role in recognising and responding to clinical
deterioration in surgical patients. Journal of clinical nursing. 27(9-10). pp.1920-
1930.
Olsson, H.H. and Bosch, J., 2020. Going digital: Disruption and transformation in software‐
intensive embedded systems ecosystems. Journal of Software: Evolution and
Process. 32(6). p.e2249.
Silverberg, J.I., and et.al.,2018. A comprehensive conceptual model of the experience of chronic
itch in adults. American journal of clinical dermatology. 19(5). pp.759-769.
Tsiareshchanka, L., 2020. Through digital disruption towards a more inclusive society.
Vanini, P., 2018. Digital Disruption. Available at SSRN 2988962.
Online
HRD connect, 2020. What are the benefits of digital HR.[Online]. Available through:
<https://www.hrdconnect.com/2020/01/17/what-are-the-benefits-of-digital-hr/>
Tucci,.L, 2021.Digital Disruption. [Online]. Available through:
<https://searchcio.techtarget.com/definition/digital-disruption>