THE READINESS OF IMPLEMENTING HUMAN RESOURCES DIGITALIZATION SYSTEM USING HUMAN CAPITAL MANAGEMENT MATURITY AND ORGANIZATIONAL AGILITY (CASE STUDY AT POS INDONESIA)
Pos Indonesia is a mail and goods delivery company as its main business which has service offices covering all parts of Indonesia. The development of technological advancements, increasing of e-commerce growth and intensive competition in courier and logistic business currently has an impact on the...
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| Format: | Theses |
| Language: | Indonesia |
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| Online Access: | https://digilib.itb.ac.id/gdl/view/41626 |
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| Institution: | Institut Teknologi Bandung |
| Language: | Indonesia |
| Summary: | Pos Indonesia is a mail and goods delivery company as its main business which has service offices covering all parts of Indonesia. The development of technological advancements, increasing of e-commerce growth and intensive competition in courier and logistic business currently has an impact on the company's main business, so that to stay afloat in business competition the company plan to implements the transformation of the HR digital system as stated in the organization’s big vision "To be the postal logistics giant from east". The application of digital transformation has the question whether the competencies of employees are now ready to face the current changes. Therefore, this study will analyze the readiness of implementing the digital transformation that the company currently has in place to implement the HR digital transformation system.
This study uses a mixed method research model; conducted by distributing questionnaires to employees who were respondents and interviews via telephone lines with key persons at the Indonesian Post Office. Both of these analysis processes are carried out based on HCM Maturity and Organizational Agility Method. This framework describes the 5 dimensions of HCM Maturity and the 3 dimensions of Organizational Agility that must be owned by companies in implementing digital HR transformation.
Based on the survey results, it was revealed that there are 2 dimensions in the bottom of each variable, namely Workforce Optimization and Structure Enhancing Agility in Flexible Structure sub-dimension. The interview conducted to confirm the current condition in the company, so the recommendation was given based on the survey and interview result such as redesign work lay-out, implement of knowledge management system, coaching from senior leaders, improving employee skills. In the end, the application of the HR digitalization system could be occur in the following year.
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