NEW APPROACHES IN HRM

60 (hardware, software, and network) and there is a matter of standards and procedures for implementation of the digital system. III. DIGITAL COMPETENCIES: WHAT DOES IT MEAN FOR HR? Digital employees Complementary to the concept of digital work , which implies automation of manual and routine work, as the consequence of pervasive, close interaction with technology, the concept of digital employees recently emerged (Parry & Strohmeier, 2014). It is claimed that these people have different attitudes, qualifications, behaviors and expectations than other workforce cohorts, with digital literacy as the main competency. They have to be able to mentally and technically operate with information, as digital literacy is understood as a broader set of technical as well as mental skills to systematically acquire process, produce and use information (Nawaz & Kundi, 2010). Being digital enables them to work in virtual teams and organizations that transform the classic ideas of leadership and management. So, there is an idea of the concept digital employee management referring to the digital technologies support of HR profession (Strohmeier, 2007). Along with the processes and allocation of tasks between employee and his digital device, new set of skills emerge. Further, human becomes a part of the network creating digitalized system and he has two tasks to adapt to. First, it has to adapt to the new workflow and demands considering multitasking and the motivation to tolerate change and ambiguity. So, the skills to adapt and learn become crucial. On the other side, he has to undertake task and improve those skills that are technology`s weaknesses. The domains of human competencies lie in creative thinking, judging, innovation, sound communication. Weisbek (2019) sees our worth in the ability to select and extract the most relevant detail from the complex endless information sets and make informed decision based on it, which give human into strategic role. Considering competencies of digital workforce , Mallon (Lalwani, 2019) states the opinion that the right concept for describing the situation are „ reframing ”, „ reskilling ” and „ cultivating ”, not to „ replace old, out-of-date skills with other soon-to-be-out-of-date skills ”. It means that not only the way of conducting HR procedures is changing by digitalization, but also the content of it.