Digital Transformation Research Paper

Many individuals have resorted to social media to connect with friends or strangers alike. Social media has also encouraged people to display private conduct to the public. Many colleges and businesses have resorted to viewing an applicant’s social media for work force readiness. I believe this is a good strategy, because it can eliminate competition in the work place.

On-demand Self-Service: It is defined as based on the user requirement the computing resources should be made available

This source is Social Media in Employee Selection and Recruitment journal which demonstrates impacts of the social media on the player’s

1. ability is a lot of very important to success than ever: amendment goes to happen whether or not you pursue it or not—you solely ought to consider however the role of cloud computing in 2016 has evolved to know. trendy enterprises succeed once they adapt to trade and marketplace shifts and incorporate new technology into company culture and regular operations. However, digital transformation isn’t solely concerning technology, it’s concerning transferral along the ability of technology with a culture that embraces the amendment that it will lead for the organization.

Manage remotely – entrepreneurs are enabled to sign and authenticate docuemtns anywhere; encrypt and send documents securely without any printing and traditional post services and finally. Easily declare taxes online.

Working in digital transformation is fundamentally always about adapting and encouraging initiatives for personal and organizational improvement. However, this requires a high degree of checks and balances to ensure digital learning products and systems are fit for purpose. For example, correctly, identifying and correcting long term business problems but without disrupting immediate priorities and needs. To that end, I have developed quality management policy and procedures in a number of organisations to ensure standards and quality is maintained throughout the process of a continuous improvement cycle of needs assessment, planning, implementing and evaluation. These include quality

Job applicants no longer actually visit businesses to complete an application. Resumes and other documents can be uploaded and easily accessible to the Human Resource Manager. Online postings, applications, and screeners provide applicants the luxury of completing this process from their own home. Likewise, businesses are able to obtain a great deal of information and select qualified applicants for further evaluation.

From the beginning, HR printed material, work comprehension and desires, incline up, thus a great deal more, the onboarding procedure can turn out to be truly

This paper discusses about the ‘Digital Transformation of Business Models Using Exponential Technologies’. The business models can be reshaped by giving high priority to the customer needs and transforming the customer value proposition and organizing operations for delivering that value. Successful digital transformation comes not from implementing new technologies but from transforming your organization to take advantage of the possibilities that new technologies provide. Major digital

Utilising social media for business has been a strategy of human resource management in hiring process. Internet and technology has revolutionised the way people live and also led employers to attract and screen potential candidates on social media, such as Linkedin and Facebook (Zamaria C, 2007). The features of online platform make social media become a common method of attracting applicants for human resource function. For instance, the speed and no geographical limits are distinctive features of online recruitment (CIPD, 2010). A survey conducted by the US Society for Human Resource Management found that the number of organisations that reported using social media as an HR recruiting tool had grown from 56 percent in 2011 to 84 percent in 2015 (SHRM, 2016). Some researches reported that the use of social media is an inevitable trend of hiring strategy in the age of Internet; therefore, employers could not ignore the

The goal of any business is to be successful. Business’ need to hire personnel that can communicate clearly and effectively. This verbiage is noted in job descriptions for both blue collar and white collar jobs. Furthermore, company recruiters are actively engaged in finding qualified personnel, in a diverse job market. Additionally, jobs and potential employees are in global competition; do to technology, which has brought borders closer. One of the technologies, is social media, an internet based application; in which one can share information, ideas, career interests, etc. Facebook,Google+,Instagram, LinkedIn,

In addition, the employment process requires effective communication in terms of the messages to post via advertisements. This is because potential candidates will be attracted by the content of the messages displayed through the adverts. In light of the current technological advancements such as the Internet and social networks, human resource managers would want to utilize such channels to reach many potential candidates across the globe (Lugonja, 2011: 2). This calls for flexibility and willingness to invest in technology where adequate efforts have not been made. However, a multidimensional approach would work better since not all people can access the Internet. In a nutshell, the process of selection and recruitment involves looking for and motivating prospective employees to apply for available job posts. Being a negative process, selection entails scrutinizing the qualifications of candidates that have applied in order to choose only the best applicants for various jobs (Sharma, Khurana, & Khurana, 2009: 17).

We live in an era of extreme revolutionize, due to rapid technological development. Over the past years, the technological advancement has changed the entire world and way of work environment. Businesses in today 's extremely competitive market must not take too lightly the importance of high-tech working environment, capable, well-trained employees with verified skills and capabilities. Most people may be dimly aware of technological revolution, but fundamental changes are being shaped by extraordinarily networked world, and they are being transforming to entire businesses as well in the world. Businesses have to maintain skilled employees and its infrastructure to open as way to global market. Any organizations in the world would follow strategies to achieve rapid expansion through technology advancement.

The business world continues to change dramatically as new technologies are invented. Organizations and businesses are experiencing waves of technological change and innovation and the process. Thus, management strategies of the organizations have to be altered to match the new technologies if businesses are to remain competitive and active in the market place. Digital disruption can be defined as the changes that take place when new technologies and business models affect the promise of value to be delivered by existing goods and services (McQuivey 2015). Change experienced in information and communication technology cannot be assumed as this greatly affects business governance and business models. It is indisputable that business and organizations are facing imminent and major digital disruptions and it is important for each organization to understand the issues raised by digital disruption to be able to develop specific, pragmatic, and proportional responses (Deloitte 2015). This research seeks to show how digital disruption impacts business governance and how it opens unprecedented business opportunities and possibilities. The report shows how the innovations accompanying digital disruption changes economies and markets and how they reinvent relationships between organizations, suppliers and customers.

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