This summary serves as a provisional précis of my dissertation, Exploring Organisational Adaption to Digital Transformation in HRM: An Analysis Based on the Technology Acceptance Model, presented in lieu of the complete document pending the outcome of the evaluation process.
The study employed the Technology Acceptance Model (TAM) within an interpretive qualitative framework, aiming to investigate the perceptions and acceptance of digital technologies among Human Resource (HR) professionals in Human Resource Management (HRM). Recognising the increasing reliance on digital technologies in HRM, the investigation posited several recommendations aimed at enhancing HR practices. The study elucidated the intricate dynamics between user characteristics and the perceived value and challenges associated with digital HRM tools.
Data was collected from HR professionals through an online survey targeting core elements of the TAM: behavioural intention to use (BI), perceived ease of use (PEOU), attitude toward using (ATU), and perceived usefulness (PU). Participants, recruited from a Reddit community of UK HR professionals, provided diversified insights through both closed and open-ended questions, which facilitated a rich exploration of individual perspectives. The segmentation of responses by seniority and industry ensured relevance and a nuanced understanding of the findings.
The deductive thematic analysis unveiled a pronounced disparity between HR professionals and their non-HR counterparts regarding the perceived ease of use, underscoring the necessity for comprehensive training. Furthermore, while HR practitioners recognised the functionalities and advantages of digital tools, responses indicated a lack of understanding among non-HR personnel about the benefits associated with digital transformation in HR practices.
A thorough literature review was conducted to critically examine existing factors influencing the implementation of digital tools within HRM. This exploration aimed to frame a broader understanding while addressing assumptions derived from extant literature through alternative perspectives.
The research culminated in actionable recommendations for HR professionals concerning the implementation of new digital tools, emphasising the importance of awareness regarding training needs, feedback collection, informed decision-making, and adept change management approaches. By addressing these areas, the study aimed to foster a culture that embraced digital transformations effectively.
