WORKSHOP 2: CHANGING NATURE OF WORK
NGUYỄN THU TRANG
10220461
Human Resource
Management
Industry: Bank
Employees: 22.862
Reason: My sister works there so I can get accurate
and inside information
4.0 digitalization
Industry 4.0 is the integration of advanced machines, sensors, and software to
improve prediction, control, planning in businesses and society while enhancing
product lifecycle management and value chain organization (Skender & Ali, 2019)
Changes in human
resource thinking are
connected to changes in
technology/digital
modernization in order to
survive on the
competition map (Yusuf,
2019)
1.The impact of the changing nature of organizations on human resources skills
and knowledge
• Recruitment and selection:
*Impact: The emergence of technologies has changed the recruitment methods of
businesses
+ Job seekers use online platforms to find opportunities
+ Organizations should use websites for recruiting and online selection methods.
+ HR department must be skilled in sourcing and screening qualified applicants using
technology (Gigauri et al., 2020)
1.The impact of the changing nature of organizations on human resources skills
and knowledge
• Training and Development:
+ Impact: The company is entering the 4.0 digital era, requiring company employees to
have a good technology foundation to keep up with development.
+ Learning is necessary for business efficiency and innovation (Vey et al., 2017)
• Performance Development:
+ Impact: Digitalization allows organizations to utilize technology tools to rapidly and
clearly collect and analyze large amounts of data (Kraus et al., 2021).
+ HR needs to apply data analysis and performance management software to track
employee performance
2.The way HRM should change to support changes in company needs
• Recruitment and selection:
• Training and development
+ Utilize HR software like Grove HR and
+ Open e-learning classes for employees
Bamboo HR for resume screening and
+ Utilize AI to identify knowledge gaps for
interview scheduling.
each employee, based on market
+ Use AI chatbots for real-time candidate
requirements (Puhovichova & Jankelova,
assessment, reducing unnecessary
2022)
interviews (Puhovichova & Jankelova,
=> Minimize training cost, better
2022)
technology adaptability
=> Increase recruitment effectiveness,
minimize the cost
2.The way HRM should change to support changes in company needs
• Performance Management
+ Establish performance goals, implement an evaluation system, and identify performance
improvement areas. (Awan et al., 2020)
+ Use some software or website to automatically evaluate KPIs like Teamflect, Monday.com,…
=> Increase employee performance and company productivity
3. VCB's adaptability in the 4.0 digital era
• Recruitment and selection:
+ VCB develops an online application and • Training and development:
notification system for recruitment + VCB offers job-specific training and
(Vietcombank, 2021) diverse programs to meet employee needs
+ However, the system is rudimentary so it effectively (VietCombank, 2021)
can't meet the profile analysis and selection + VCB Human Resources Development and
needs. (Ngo Thuy Hang, HR director) Training College in Ecopark was put into
+ VCB costs a lot of money for each offline operation (Vietcombank, 2021)
interview
3. VCB's adaptability in the 4.0 digital era
• Performance Management
+ VCB evaluates employees' capacity and work efficiency based on their achieved KPIs
+ VCB relies on manual KPI assessments by managers, without automatic software. (Ngo Thuy
Hang, HR director)
Strength Weakness
• VCB offers job-specific training and diverse
• VCB recruitment system is rudimentary, it
programs to meet employee needs
can't meet the profile analysis and selection
effectively
needs
=> Quickly improve the quality of labor and
=>High recruitment costs, poor flexibility in the
Increase the company's adaptability
recruitment process (Ngo Thuy Hang, HR
(VietCombank, 2021)
director)
• VCB Human Resources Development and
• VCB relies on manual KPI assessments by
Training College in Ecopark was put into
managers, without automatic software
operation
=> Less accuracy, time-consuming (Ngo Thuy
=> New training model and almost organizations
Hang, HR director)
in VietNam cannot do it yet
=> Efficiently training a large number of
employees (Vietcombank, 2021)
References
Awan, S.H. et al. (2020) ‘Effectiveness of performance management system for employee performance through engagement’,
SAGE Open, 10(4). doi:10.1177/2158244020969383.
Gigauri, I., Gulua, E. and Mushkudiani, Z. (2020) Current advances in digital recruitment of human resources and its potential for
companies, SSRN. Available at: https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3700584 (Accessed: 06 October 2023).
Interview Mrs.Ngo Thuy Hang, the HR director of the Vietcombank branch
Kraus, S. et al. (2021) ‘Digital Transformation: An overview of the current state of the art of research’, SAGE Open, 11(3).
doi:10.1177/21582440211047576.
Puhovichova, D. and Jankelova, N. (2022) (PDF) changes of human resource management in the context of impact of the fourth
industrial revolution, Research Gate. Available at:
https://www.researchgate.net/publication/361567418_Changes_of_human_resource_management_in_the_context_of_impact_of_t
he_fourth_industrial_revolution (Accessed: 10 October 2023).
PWC (2016) Industry 4.0: Building the digital enterprise - PWC. Available at: https://www.pwc.com/gx/en/industries/industries-
4.0/landing-page/industry-4.0-building-your-digital-enterprise-april-2016.pdf (Accessed: 13 October 2023).
References
Skender, F. and Ali, I. (2019) (PDF) digitalization and industry 4.0 - researchgate, ResearchGate. Available at:
https://www.researchgate.net/publication/343639352_DIGITALIZATION_AND_INDUSTRY_40 (Accessed: 04 October 2023).
Vey, K. et al. (2017) ‘Learning & development in times of Digital Transformation: Facilitating a culture of change and innovation’,
International Journal of Advanced Corporate Learning (iJAC), 10(1), p. 22. doi:10.3991/ijac.v10i1.6334.
VietCombank (2021) Annual Report. Available at: https://portal.vietcombank.com.vn/content/en-
us/Investors/Investors/Annual%20Reports/Year%202021/20220906_BCTN2021_Maquette_English.pdf (Accessed: 13 October
2023).
Vietcombank (2021) THE BOARD OF MANAGEMENT’S REPORT, Investors. Available at:
https://portal.vietcombank.com.vn/content/en-
us/Investors/Investors/Annual%20Shareholders%27%20Meeting/Year%202021/Document%20congress/AGM2021_4_Report%20
of%20BOM.pdf (Accessed: 08 October 2023).
Yusuf, M. (2019). Strategi Manajemen Perubahan Pola Pikir SDM Guna Menghadapi Persaingan Era Industri 4 . 0 Pada Industri
Manufaktur. Seminar Nasional Dan The 6th Call for Syariah Paper Universitas Muhammadiyah Surakarta, 648–664
Thank
You
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