NEW APPROACHES IN HRM

49 The interesting concept that affirms the multidimensionality of the process is the Digital maturity of organization (Azhari, 2014). It differentiates five stages of maturity: I. Unawareness II. Conceptual III. Defined IV. Integrated V. Transformed according to eight dimensions: · technology issue · governance · people · culture · operations · products · leadership · strategy. In the research of the companies digital readiness from HR perspective, eight indicators were identified (Kovačević, et al., 2019). 1. 1. DIGITALIZING ORGANIZATIONS – CHANGES IN THE CONTEMPORARY WORK SETTING Companies readiness for digital transformation is based on its investments. It means that they has to provide: (1) digital tools for communication and collaboration (email, dropbox, office 365, Trello, Asana, Slack, Skype), enabling employees to work faster and on more flexible way. They become „ digital ” operating in virtual working spaces, implying new working experiences and possibilities. This kind of conducting business processes implies the advanced usage of technology for employees ‘networking (Störmer et al., 2014) ; (2) usage of digital technologies in order to improve services and products (CRM tools, e-recruitment, Business analytics tools), as the important sign of digitalization. (Fitczgerald, 2014) It refers to the new forms of reaching customers and their needs mediated through „ platform economies where the core business model is to create space for interactions between external producers and a consumer, i.e., the value is produced by connecting people ” (Mergel, Edelmann & Haug, 2019). The benefits are in real-time