Abstract

Our study examines the role digitalisation plays in how various stakeholder groups (HR and line managers) identify talent and whether digitalisation transforms the role of HR professionals in identifying talent. By employing a qualitative case study with multiple embedded units of analysis, we show how the same digital talent management technology produced different ways of identifying talent even within the one organisation. In one social context, the material properties of the technology dominated, while in another the existing social context and relationships prevailed over the material properties of the technology. Our findings have implications for understanding digital transformations by acknowledging what factors influence the role that digitalisation and automation have on the perceived legitimacy of HR professionals. We discuss these implications for talent management scholarship and the HR profession.

摘要

我们的研究考察了数字化在各种利益相关者群体（人力资源和直线经理）如何识别人才中的作用，以及数字化是否改变了人力资源专业人员在识别人才方面的作用。通过采用包含多个嵌入式分析单元的定性案例研究，我们展示了相同的数字人才管理技术如何产生不同的方式来识别人才，即使在一个组织内也是如此。在一种社会背景下，技术的物质属性占主导地位，而在另一种社会背景下，现有的社会背景和关系压倒了技术的物质属性。我们的研究结果通过确认哪些因素会影响数字化和自动化对人力资源专业人员感知合法性的作用，对理解数字化转型具有重要意义。