Transformation in Organizational and Human Resource Management in the Digital Intelligence Age

Zhejiang Gongshang University Hangzhou College of Commerce, Hangzhou, Zhejiang, China. 311599

^* Corresponding author: 172010068@zjhzcc.edu.cn

Abstract

This article explores the revolutionary impact of digital technology and artificial intelligence on organizational and human resource management in the era of digital intelligence. Confronted with challenges in industrial evolution, technological innovation, and customer-centric dynamics, businesses are urged to embrace innovation and instill a culture of transformation. The pivotal focus lies in propelling the transformation of organizational and human resource management in six key dimensions. Firstly, organizational systems evolve to become more open, interconnected, flexible, and adaptive. Secondly, human resource allocation diversifies, emphasizing collaborative synergy among team members. Thirdly, performance management methods underscore alignment with organizational strategy and culture, emphasizing the improvement of employees’ perspective and competence. Fourthly, values management signifies a shift towards intrinsic motivation and cultural consistency in personnel management. Fifthly, leadership styles stress motivation, empowerment, and support, prioritizing an employee-centric approach. Sixthly, it underscores the value of human capital as the cornerstone of innovative incentive strategies, advocating for sustained investment in key talent. In summary, the framework advocates for innovation as a strategic imperative, recognizing the intrinsic value of individuals as the driving force behind organizational success and underscoring human resources as a pivotal driver of organizational development in the era of digital intelligence.