NEW APPROACHES IN HRM

52 preconditions needed for transforming organization into an agile digital friendly system arises. It implies the prevalence of short time perspective, where vision and mission become contingent and paradoxically reactive to the assumed changes in business, guaranteeing proactivity. Not only organizational goals are the „ victim of contingency ” but the concept of individual carrier becomes fluid, evolving from the idea of specific job toward the idea of specific experience (Arthur, Khapova & Wilderom, 2005), initiating the goal of employability changed into a marketability, „ one`s added value to the internal or external labour market ” (De Vos, et. al., 2011, 440). Horizontal evolving These conceptions lead to the paradigms of boundaryless and post- self-managed carrier corporate carrier , implying the horizontal evolving self-managed carrier. While employee changes more than several different working contexts, he stays committed to hard work and professionalism rather than to organization itself. It is in the opposition to organizational loyalty and professional identity becomes more important than integrity, reducing internal but promoting external competition. Open talent economy The external competition is connected with new forms of work engagement, business globalization and virtualization of the labour market. It means broader disposal of work force, global concurrence, cultural and generational diversity of employees. Open talent economy is one of the consequences, enabling employees to transfer from one role to another beyond organizational and geographical boundaries. It makes them personally responsible for the carrier, self-promotion and self- marketing. Employers are also in the similar position with the necessity to work on employer branding to attract the appropriate talents. Virtual technology can help them to create their virtual identity and make them visible worldwide. Ideally, organization should function as an integrated management system with all processes interconnected and numerous information stored, parallel processed and real-time accessible to all stakeholders. As Big Data tools enables the accessing and automatically processing the incommensurable amount of data, we become strenuous data compilers (especially about employees). The lack of adequate selection criteria and lack of time pressured