NEW APPROACHES IN HRM

61 Digitalization changes the work-related criteria and skills that became relevant for employees (besides the soft skills). Those skills are systematized in the of digital competencies` framework through five competency areas: (1) Information and digital literacy, (2) Communication and collaboration, (3) Digital content creation, (4) Safety and (5) Problem solving (Carretero, Vuorikari, Punie, 2017; Curtarelli, et. al., 2016), with 21 specific competencies and 8 proficiency levels. Conclusion The success of digital transformation lies in the optimal distribution of tasks and usage of digital advances in way that it enhances human assets. Digitalization requires new set of relevant skills to respond and to adapt to new business conditions and workplace reality. It brings changes in the way people perform their tasks, it modifies everyday practices and initiates the shift in work perception leading toward inventing new theoretical conceptions of work behavior and relations. Deshpande (2019) says that employees have to “embrace new paradigms like col laboration, sharing, and empowerment rather than old hierarchical, silos structures”. That means upskilling the existing employees so that they are comfortable with both technologies and new ways of working together. It implies a shift in organizational value system and imposes to HR a transforming and leading role. Not only HR practices are altered due to technology but also the HR strategy move from more routine procedures to technologically innovative approach giving space for HR practitioners to personalize employees` experience and engage in more sophisticated tasks. HR is seen as the transforming force and the agent of change and innovation in organizational context, responsible for shifting to new practices, as well as for creating new content and values. References · Arthur, M. B., Khapova, S. N., & Wilderom, C. P., 2005, Career success in a boundaryless career world ,Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 26(2), pp. 177-202. · Basu Mallick, C., 2018, 3 Ways Artificial Intelligence (AI) will Transform Recruitment , Available at: https://www.hrtechnologist.com/articles/recruitment- onboarding/3-ways-ai-will-transform-recruitment/