Digital Human Resource Management: A Mix Method to Identifying Technical Components

The sustainability of digital human resources management in organizations requires attention to soft behavioral components as the basis of human interaction. This means respecting the human dignity of employees and fulfilling the responsibilities of managers towards internal customers and external audiences. The purpose of this research is to identifying technology-oriented infrastructure, required processes and the role of employees in digital human resources management with a practical and developmental approach. Therefore, in the first stage of the research, after studying the scientific documents and determining the framework of the qualitative research method and the techniques used in it, a semi-structured interview was conducted with the experts. The opinions collected from 14 human resource managers or digital transformation project managers in the studied companies were analyzed by thematic analysis method. The main components were identified as intelligent technology, intelligent knowledge management, organizational learning, employee participation and the development of employee intelligence. In the second stage, the fuzzy DEMATEL method was used to determine the weight of the indicators and build a causal network, in which the organizational learning component has the highest priority over other components.