It is worth noting from the outset that smart
organizations are those companies that possess the capability to adapt to rapid
transformations in the surrounding work environment and efficiently exploit
technology, data, and knowledge to enhance their operations and make informed
decisions after conducting thorough analyses. In other words, they exhibit a
swift response to new developments and demonstrate significant flexibility in
overcoming anticipated obstacles and achieving this capability necessitates instilling
a culture among leadership, management, and employees that fosters and supports
creativity, innovation, initiatives, and proposals while ensuring accurate and
attentive listening.
اضافة اعلان
In simpler terms, these are organizations that
place equal emphasis on sharing, learning, and exchanging ideas (L&D) as
they do on production, marketing, and sales, and they do so with a scientific
and professional methodology.
Research indicates that digitizing human resources within the framework of digital transformation yields several long-term benefits, including the potential for machine learning and professional development, remote work capabilities, and universal access to information. This has been underscored by the global experience of the COVID-19 pandemic, which underscored the importance of managing databases for quick and efficient knowledge and information retrieval.
Conversely, digital transformation amplifies
the efforts of smart companies to obtain precise data and accurate information
for making informed decisions. This is achieved by systematically observing
problems, dissecting their causes, suggesting improvements, finding lasting
solutions to anticipated challenges, and establishing feedback mechanisms to
leverage the lessons learned in enhancing operational efficiency and
effectiveness. Practical experiences underscore the fact that deploying
technology judiciously aids in overcoming potential challenges arising from
environmental fluctuations and rapid transformations.
The applications of technology in smart
companies are diverse and manifold. For instance, digitization can refine human
resources management practices by employing an information system (HRIS) that
offers self-service capabilities through smartphones. This saves considerable
time, money, and effort while ensuring data accuracy and streamlining internal
procedures. The HRIS system also facilitates adjustments in compensation,
supervises and monitors performance, aligns with organizational objectives, and
ultimately enhances the digital employee experience. This transition to a
paperless operation adds tangible value to HR functions, instills confidence in
the company's capabilities, and makes it more attractive to prospective
employees.
Research indicates that digitizing human
resources within the framework of digital transformation yields several
long-term benefits, including the potential for machine learning and
professional development, remote work capabilities, and universal access to
information. This has been underscored by the global experience of the COVID-19
pandemic, which underscored the importance of managing databases for quick and
efficient knowledge and information retrieval.
There are both advantages and disadvantages to using technology in the pursuit of smart organizations. Companies that fail to recognize the importance of technology and artificial intelligence in enhancing performance and work methods may find themselves unable to compete in the market.
Some proponents believe that artificial
intelligence can aid in employee selection by analyzing CVs and employee
satisfaction surveys through big data analytics, thereby offering insights to
improve employee management strategies and creating interactive platforms for
immediate support.
There are both advantages and disadvantages to
using technology in the pursuit of smart organizations. Companies that fail to
recognize the importance of technology and artificial intelligence in enhancing
performance and work methods may find themselves unable to compete in the
market. Over time, they may decline and become known as "stupid"
companies, unable to adapt to rapid changes, which ultimately stunts their
development and threatens their sustainability in the market.
Through practical experiences, it has been
observed that companies that neglect digital transformation, either due to
financial constraints or an inability to grasp the market's rapid
transformations, might face bankruptcy or exit the market due to their
ineffective techniques and strategies.
Jehad Y. Al-Qdeimat is an HR manager for several companies in Jordan and the GCC. He is a PhD dissertation researcher in business management.
Disclaimer:
Views expressed by writers in this section are their own and do not necessarily reflect Jordan News' point of view.
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