Abstract
This chapter offers a comprehensive guide for public sector professionals, scholars, and policymakers, delving into the challenges and opportunities brought about by digital transformation in Human Resource Management (HRM). The chapter provides a nuanced understanding of theoretical foundations, practical strategies, and real-world implications in digital workforce planning and management. By emphasizing talent management, technological integration, and strategic decision-making, it inspires proactive approaches to thrive in the digitally-driven landscape. Through integration of insights from the African public sector, it highlights the importance of aligning digital strategies with ethical considerations and leveraging technological capabilities. In conclusion, the chapter aims to empower public sector entities to adapt and succeed in the digital era, fostering organizational resilience and long-term success while addressing societal needs.
Key Terms in this Chapter
Digital Transformation: Digital transformation refers to the integration of digital technologies into various aspects of organisational operations, processes, and strategies to fundamentally change how they operate and deliver value to stakeholders ( Nicolás-Agustín et al., 2021 AU38: The citation "Nicolás-Agustín et al., 2021" matches multiple references. Please add letters (e.g. "Smith 2000a"), or additional authors to the citation, to uniquely match references and citations. ).
Human Resource Management (HRM): Definition: Human Resource Management (HRM) involves the planning, recruitment, selection, training, development, and management of an organization's workforce to achieve its goals effectively and efficiently ( Nair, 2019 ).
Predictive Analytics: Predictive analytics involves the use of data, statistical algorithms, and machine learning techniques to analyze current and historical facts to make predictions about future events or behaviors, enabling organisations to anticipate trends and make proactive decisions ( Prakash et al., 2021 ).
Change Management: Change management is a structured approach to transitioning individuals, teams, and organisations from their current state to a desired future state, aiming to minimize resistance and maximize adoption of new processes, technologies, or strategies ( Väyrynen et al., 2022 ).
Digital Workforce Planning: Digital workforce planning refers to the process of strategically forecasting and managing the talent needs of an organization in the context of digital transformation, ensuring the alignment of workforce capabilities with technological advancements and organisational goals ( Satispi et al., 2023 ).