NEW APPROACHES IN HRM

47 digital transformation are better positioned on market due to the fact they use the edge of technological innovations. Gap between productivity The same Deloitte study Human Capital Trends , points to the and technological changes existing gap between productivity and technological changes , more obvious for organizations and less visible at the level of employees’ skills. It is expected with organizations being more complex systems and consequently less agile than individual employees. Nevertheless, employees are mechanism that brings changes alive. This pervasive transformation influences at least three levels. First, external level (encompassing the clients experience and external communications) is followed by internal level of communication and business decision making, with the ultimate holistic level that include whole organization (with clearly defined digital strategy that is inclusive for all business segments and functions) (Kaufman & Horton, 2015). Transformation starts with work tools, which leads to transformation of workflows and tasks and finally brings transformation in the domain of communication (Ehnert & Harry, 2012). The epilogue is the change of the whole business concepts, organizational culture, employees mindset and their skills. The changes in the required competencies go beyond technological skills (Valsamis, et al., 2015). The impact of digitalization It becomes obvious that it digital transformation reflects on HR in HR function that carries the burden of the emerging new concepts and values and spreading it through the company. The main goal and activity for HR in every process of transformation is to influence the cultural change and with promoting consistent values to impact on process adoption. The specific position of HRM in the digital transformation process is that it has to deal with the adjustment of workforce to new business strategy and empower employees with digital mindset while striving to digitalize it and be responsible for its own transformation (Ehnert & Harry, 2012). So, the digitalization has less to do with technology but more with the human experience. It is often described as the usage of technology and big data in almost all areas, from the payroll and benefits, performance management and hiring, even for learning and development. It has a goal to make processes more efficient