Research on the impact of human resource management model transformation on employees' career development under the background of technology empowerment |
| Yanlin Liu Otgonbayar Nanzaddorj |
| Otgontenger University,Ulaanbaatar, Mongolia,999097-15141 |
Abstract : In the era of accelerated digital economy penetration, emerging technologies such as artificial intelligence, big data, and cloud computing are deeply integrating with human resource management, driving traditional HR models toward digitalization, intelligence, and personalization. This transformation not only reshapes corporate HR processes and structures but also profoundly impacts employee career development. Based on the core characteristics of technology empowerment, this study systematically examines HR model transformations across dimensions including recruitment, training, performance management, and compensation incentives. Through empirical analysis of 12 enterprises across various industries, the research investigates how management model changes influence employee career development (career competency enhancement, career path expansion, job satisfaction, and career stability), while identifying challenges in the transformation process. The findings reveal that technology-enabled HR model reforms significantly enhance career development, yet issues like uneven technology adoption, digital divide, and lack of humanistic care constrain full realization of these benefits. Finally, the study proposes targeted optimization recommendations from corporate, employee, and government perspectives to facilitate synergistic win-win outcomes between technological empowerment and employee career development.
Keywords Technology empowerment; human resource management model; career development; digital transformation; employee capability
|
References
[1] Chen Chunhua, Song Yixiao. Transforming HRM in the Digital Transformation Era: Trends and Practical Approaches[J]. Management World, 2020, 36(11): 191-201.
[2] Wu Xiaobo, Zhao Lei. The Impact of Artificial Intelligence on Human Resource Management and Response Strategies[J]. China Industrial Economics, 2021(3): 156-174.
[3] Li Yuhui, Wang Chen. Big Data-Driven Human Resource Management: Model Innovation and Effectiveness Evaluation[J]. Journal of Psychology, 2022, 54(5): 632-648.
[4] Zhang Yichi, Liu Jun. The Impact Mechanism of Digital Human Resource Management on Employee Career Development[J]. Economic Management, 2021, 43(7): 101-118.
[5] Zhao Shuming, Zhou Lulu. New Trends and Challenges in Human Resource Management Empowered by Technology[J]. Foreign Economy and Management, 2020, 42(8): 3-18.
[6] Liu Songbo, Li Yuhui. The Application Effect of Artificial Intelligence in Recruitment and Its Impact on Job Seekers[J]. China Human Resource Development, 2021, 38(4): 78-92.
[7] Yang Baiyin, Wang Yanzhi. The Impact of Digital Training on Employee Skill Enhancement: A Study on Mediation Effects Based on Learning Motivation[J]. Research Management, 2022, 43(6): 201-209.
[8] Peng Jianfeng, Zhou Yu. The Core Logic and Practical Framework of Digital Transformation in Human Resource Management[J]. China Human Resource Development, 2020, 37(5): 42-56.
[9] Li Meng, Wang Hao. Impact and Strategies of Blockchain Technology on Digital Human Resource Management[J]. Hans Journal, 2025(9): 45-56.
[10] Chen Xi, Liu Yang. Application of Blockchain Technology in Optimizing Human Resource Management Processes[J]. Xuekan Ba, 2024(4): 78-89.
[11] Zhang Wei and Zhao Lei. Research on the Application of Blockchain Technology in Human Resource Management[J]. Wanfang Data Knowledge Service Platform, 2024(5): 168-170.
|
|
|
Document Retrieval Certificate / Proof of Publication Indexing
Author Contribution Statement / Certificate of Authorship Contribution
Peer Review Report / Peer Review Comments
Conflict of Interest
The author declares no conflict of interest.
|
|
