Publication: El impacto de la transformación digital en la gestión del talento
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2022-02-14
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Universidad Complutense de Madrid
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Abstract
Este trabajo se desarrolla en el marco de los cambios organizativos que conlleva la transformación digital de empresas. Existen diferencias significativas entre las empresas que alcanzan el éxito dentro de este proceso complejo de cambio y las que fracasan a pesar de acometer cuantiosas inversiones en tecnología. Desde nuestra perspectiva consideramos que la gestión del talento, dentro de este proceso es un factor clave para que la estrategia de transformación digital alcance los objetivos marcados. Desatender la importancia que puede tener el talento para avanzar en este complejo proceso de cambio, supondría una ralentización o limitación de la transformación digital. Se ha partido de un marco teórico general del que depende nuestro modelo, como es la innovación y el cambio en las empresas, junto a los modelos actuales de dirección de personas. Desde este enfoque posteriormente entramos en un marco teórico específico que recoge los factores propios del proceso de transformación digital y gestión del talento. Estos factores son en primer lugar los propios de la digitalización como son el concepto de madurez digital y los cambios organizativos de la transformación digital: nuevos modelos de negocio, cultura de innovación y liderazgo transformacional. En segundo lugar, abordamos los conceptos propios del talento como son la dirección de recursos humanos en la era digital y la propia estrategia de gestión del talento dentro de este contexto digital. El presente trabajo presenta diferentes objetivos a conseguir tanto con la revisión bibliográfica como con el estudio empírico. Nos marcamos como objetivos el realizar una exhaustiva revisión bibliográfica sobre gestión del talento y transformación digital. Otro objetivo es revisar el marco teórico sobre la transformación digital y como se está adaptando la gestión del talento en este contexto. A su vez nos planteamos como objetivo analizar los procesos clave de atracción, retención y compromiso del talento y su relación con los indicadores del cambio de la transformación digital. Con el fin de encontrar evidencias de estos cambios nos planteamos construir un instrumento fiable de medida en formato de cuestionario. Por último, planteamos un doble objetivo que consiste en aportar avances en esta materia para la comunidad científica y por otro lado aportar a las empresas información contrastada sobre los cambios en cuanto a la gestión del talento en pleno proceso de transformación digital...
This work is developed within the framework of the organizational changes involved in the digital transformation of companies. There are significant differences between companies that achieve success in this complex process of change and those that fail despite undertaking substantial investments in technology. From our perspective, we believe that talent management, within this process, is a key factor for the digital transformation strategy to achieve the objectives set. Neglecting the importance that talent can have to advance in this complex process of change would mean slowing down or limiting digital transformation. We have started from a general theoretical framework on which our model depends, such as innovation and change in companies, together with current models of people management. From this approach, we then entered into a specific theoretical framework that includes the factors inherent to the digital transformation and talent management process. These factors are first of all those inherent to digitalization, such as the concept of digital maturity and the organizational changes of digital transformation: new business models, innovation culture and transformational leadership. Secondly, we address the concepts of talent such as human resources management in the digital era and the talent management strategy itself within this digital context. This paper presents different objectives to be achieved with both, the literature review and the empirical study. We set as objectives to conduct an exhaustive literature review on talent management and digital transformation. Another objective is to review the theoretical framework on digital transformation and how talent management is adapting in this context. In turn, we aim to analyze the key processes of talent attraction, retention and engagement and their relationship with the change indicators of digital transformation. In order to find evidence of these changes, we set out to build a reliable measurement instrument in the form of a questionnaire. Finally, we have a doublé objective: to provide the scientific community with advances in this area and to provide companies with contrasted information on the changes in talent management in the midst of the digital transformation process...
This work is developed within the framework of the organizational changes involved in the digital transformation of companies. There are significant differences between companies that achieve success in this complex process of change and those that fail despite undertaking substantial investments in technology. From our perspective, we believe that talent management, within this process, is a key factor for the digital transformation strategy to achieve the objectives set. Neglecting the importance that talent can have to advance in this complex process of change would mean slowing down or limiting digital transformation. We have started from a general theoretical framework on which our model depends, such as innovation and change in companies, together with current models of people management. From this approach, we then entered into a specific theoretical framework that includes the factors inherent to the digital transformation and talent management process. These factors are first of all those inherent to digitalization, such as the concept of digital maturity and the organizational changes of digital transformation: new business models, innovation culture and transformational leadership. Secondly, we address the concepts of talent such as human resources management in the digital era and the talent management strategy itself within this digital context. This paper presents different objectives to be achieved with both, the literature review and the empirical study. We set as objectives to conduct an exhaustive literature review on talent management and digital transformation. Another objective is to review the theoretical framework on digital transformation and how talent management is adapting in this context. In turn, we aim to analyze the key processes of talent attraction, retention and engagement and their relationship with the change indicators of digital transformation. In order to find evidence of these changes, we set out to build a reliable measurement instrument in the form of a questionnaire. Finally, we have a doublé objective: to provide the scientific community with advances in this area and to provide companies with contrasted information on the changes in talent management in the midst of the digital transformation process...
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Tesis inédita de la Universidad Complutense de Madrid, Facultad de Ciencias Económicas y Empresariales, leída el 05-07-2021