Digital technology- empowered organisational applications such as HR infrastructures embedded in organisational information system even change landscapes of recruiting processes. However, that is required us to reconsider an organisation as a digital artefact.
It is certain that digitalisation facilitates to open human-made worlds. The openness lets us connect us and share our ideas. But the various digital applications also transform ways of organising of our artificial worlds including organisations and human-beings in them.
In that, a question is raised. That is about whether digital technology- supported organisational applications and organisation itself can genuinely facilitate diversity and/or utilise heterogeneity for innovation with attributes of the openness.
In organisations, such digitising applications for recruitment of diverse human resources may be aimed to control their complex worlds in more efficient ways. Diversity and heterogeneity in an organisation may be rather suppressed rather than enabled. It is because the adoption of the effective digitising tools and digitalising organisations are meant to manage growing complexity of this human-made artificial world.
Openness of digitalising world may contribute to enhancing connectivity between the artificial worlds and allows us to explore all opportunities. Yet it may create dilemmatic conflicts facing organisations that want to control human-made worlds efficiently.
www.economist.com/news/special-report/21739433-ai-changing-way-firms-screen-hire-and-manage-their-talent-managing-human-resources
It is certain that digitalisation facilitates to open human-made worlds. The openness lets us connect us and share our ideas. But the various digital applications also transform ways of organising of our artificial worlds including organisations and human-beings in them.
In that, a question is raised. That is about whether digital technology- supported organisational applications and organisation itself can genuinely facilitate diversity and/or utilise heterogeneity for innovation with attributes of the openness.
In organisations, such digitising applications for recruitment of diverse human resources may be aimed to control their complex worlds in more efficient ways. Diversity and heterogeneity in an organisation may be rather suppressed rather than enabled. It is because the adoption of the effective digitising tools and digitalising organisations are meant to manage growing complexity of this human-made artificial world.
Openness of digitalising world may contribute to enhancing connectivity between the artificial worlds and allows us to explore all opportunities. Yet it may create dilemmatic conflicts facing organisations that want to control human-made worlds efficiently.
www.economist.com/news/special-report/21739433-ai-changing-way-firms-screen-hire-and-manage-their-talent-managing-human-resources
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