Course Overview: Managing Digital Workforce

This course explores the transformative role of digital technologies in Human Resource
Management. It covers the application of AI, machine learning, XR, IoT, and other
emerging technologies across HR processes, including hiring, performance
management, compensation, learning, engagement, and well-being. The course also
addresses ethical challenges, such as bias, privacy, and regulatory compliance,
equipping students with the knowledge to leverage technology effectively while
navigating its complexities. Through a mix of lectures, analyses, and assignments,
students will gain practical insights into managing a digital workforce.

Course Objectives

1.​ Explore cutting-edge use cases of AI, ML, XR, IoT, and other emerging
technologies in optimizing HR processes.
2.​ Analyze opportunities and challenges presented by technology in enhancing
workforce management.
3.​ Evaluate the impact of digital tools on reducing bias and improving
decision-making in HR functions.
4.​ Understand ethical, privacy, and regulatory considerations in deploying HR
technologies.

Module 1: Introduction: People, Roles, and Processes

●​ Overview of HR in the Digital Age

○​ Evolution of HR processes
○​ Role of technology in workforce management
●​ Emerging Technologies in HR
○​ Introduction to AI/ML, XR, IoT, and other technologies
○​ Use cases and their impact on HR

Module 2: Hiring

●​ Screening Technologies
○​ AI-driven resume screening tools
○​ Bias mitigation in screening
●​ Assessment Technologies
○​ Gamified assessments and psychometric tools
○​ Validity and reliability of digital assessments
●​ Interview Technologies
 ○​ Automated video interviews and sentiment analysis
○​ Challenges in virtual interviewing
●​ Impact of Tech on Noise in Hiring
○​ Reducing human bias vs. introducing algorithmic bias
●​ Integration of Hiring Technologies
○​ End-to-end hiring platforms
○​ Practical analysis: Demo of a hiring tech stack

Module 3: Performance Management

●​ Surveillance and Monitoring Technologies

○​ Productivity tracking tools and wearable IoT devices
○​ Ethical considerations
●​ Performance Indexing and Assessment Tech
○​ Real-time performance dashboards
○​ AI-driven performance analytics
●​ Performance Appraisal Technologies
○​ 360-degree feedback tools and automation
○​ Continuous performance management systems
●​ Noise in Performance Management
○​ Technology’s role in reducing or amplifying bias
●​ Practical Analysis
○​ Implementing a performance management system

Module 4: Compensation Management

●​ Benchmarking Technologies
○​ AI-driven salary benchmarking tools
○​ Market data integration
●​ Pay Design and Structuring Technologies
○​ Automated pay equity analysis
○​ Dynamic compensation models
●​ Non-Monetary Incentives and Benefits Tech
○​ Personalized benefits platforms
○​ Gamification for employee rewards
●​ Noise in Compensation Management
○​ Transparency vs. privacy in compensation tech
●​ Practical Analysis
○​ Demo: Compensation management software
 Module 5: Learning, Engagement, and Well-being

●​ Training Technologies
○​ XR-based training simulations
○​ AI-driven personalized learning paths
●​ Employee Engagement Technologies
○​ Sentiment analysis and pulse surveys
○​ Virtual team-building tools
●​ Well-being Technologies
○​ Mental health apps and wearable wellness trackers
●​ Integration of Engagement Tools
○​ Holistic employee experience platforms
●​ Practical Analysis
○​ Implementing a learning and engagement platform

Module 6: Ethical Issues and Challenges with Tech in HR

●​ Bias in HR Decision-Making
○​ Algorithmic bias in hiring and performance
○​ Mitigation strategies
●​ Privacy Issues
○​ Data security in HR tech
○​ Employee consent and transparency
●​ Regulatory Perspectives
○​ Global data protection laws (e.g., GDPR, CCPA)
○​ Compliance in HR tech
●​ Ethical Frameworks
○​ Developing ethical guidelines for HR tech
●​ Product Pitch Preparation
○​ Guidelines for pitching an HR tech solution
●​ Course Wrap-Up and Review
○​ Recap of key learnings
○​ Preparation for final exam

Assessment and Evaluation

●​ Group Assignment (40% weightage): AI Solutions for Workforce Challenges

●​ Objective: Identify a human behavior problem and develop an AI-powered web
or mobile application to solve it.
○​ Group Formation: 3–5 students per group, no more than 5.
○​ Process Steps:
 ■​ Problem Identification: Develop a clear problem statement and
justify its importance.
■​ Ideation & Solution Development: Brainstorm, evaluate, and
select a solution, documenting the rationale.
■​ Prototyping: Create an interactive prototype using tools like
Claude, iterating based on feedback.
■​ Minimum Viable Product (MVP) Development: Build a functional
MVP using AI tools (e.g., lovable.dev, Replit, Cursor).
○​ Deliverables (PDF):
■​ Problem statement with background and importance.
■​ Solution exploration, including alternatives and selection criteria.
■​ Hyperlinks to prototype and MVP, with feature demonstration and
technical overview.
■​ Business model (target users, monetization strategy) and future
plans (roadmap, go-to-market strategy).
○​ Assessment Rubric:
■​ Problem statement and relevance to human behavior (30%).
■​ Solution identification and prototyping, including research on
existing solutions (30%).
■​ MVP functionality and user testing feasibility (30%).
■​ Business model and future plans (10%).

Major Exam (60% weightage): AI Solutions for Workforce Challenges

●​ Objective: Similar to the group assignment, but completed individually. Identify a

human behavior problem and develop an AI-powered web or mobile application
to address it.
●​ Process Steps:
○​ Problem Identification: Develop a clear problem statement and justify its
importance.
○​ Ideation & Solution Development: Brainstorm, evaluate, and select a
solution, documenting the rationale.
○​ Prototyping: Create an interactive prototype using tools like Claude,
iterating based on feedback.
○​ Minimum Viable Product (MVP) Development: Build a functional MVP
using AI tools (e.g., lovable.dev, Replit, Cursor).
●​ Deliverables (PDF):
○​ Problem statement with background and importance.
○​ Solution exploration, including alternatives and selection criteria.
 ○​ Hyperlinks to prototype and MVP, with feature demonstration and technical
overview.
○​ Business model (target users, monetization strategy) and future plans
(roadmap, go-to-market strategy).
○​ Duration: 3 hours.
○​ Assessment Rubric:
■​ Problem statement and relevance to human behavior (30%).
■​ Solution identification and prototyping, including research on
existing solutions (30%).
■​ MVP functionality and user testing feasibility (30%).
■​ Business model and future plans (10%).

Textbook:
https://biz.libretexts.org/Bookshelves/Management/Beginning_Management_of_Human
_Resources
Managing Workforce in the
Digital Age
Venkat
Course Overview

Traditional HR Foundations
● Core processes and established practices
● Time-tested workforce management principles
Digital Transformation Impact
● Technology's role in reshaping HR
● New tools and platforms
Traditional HR Processes - Core Functions
Recruitment & Selection

Key Question: How do we find and select the right people for our organization?

● Paper-based applications and manual screening

● In-person interviews and reference checks
● Local talent pools and newspaper advertisements
● Fundamental Challenge: Limited reach, time-intensive process, potential bias
Traditional HR Processes - Core Functions
Performance Management

Key Question: How do we measure and improve employee performance?

● Annual performance reviews

● Standardized evaluation forms
● Top-down feedback approach
● Fundamental Challenge: Infrequent feedback, subjective assessments, lack
of real-time insights
Traditional HR Processes - Core Functions
Training & Development

Key Question: How do we build employee capabilities and skills?

● Classroom-based learning sessions

● In-person workshops and seminars
● One-size-fits-all training programs
● Fundamental Challenge: Limited scalability, high costs, generic content
Traditional HR Processes - Operations
Compensation & Benefits

Key Question: How do we fairly reward and retain employees?

● Fixed salary structures

● Manual payroll processing
● Standard benefit packages
● Fundamental Challenge: Inflexible structures, administrative burden,
one-size-fits-all approach
Traditional HR Processes - Operations
Employee Relations
Key Question: How do we maintain positive workplace relationships and
communication?
● Face-to-face communication
● Physical bulletin boards and memos
● Hierarchical reporting structures
● Fundamental Challenge: Slow information flow, limited reach,
communication bottlenecks
Traditional HR Processes - Operations
Record Keeping

Key Question: How do we manage and maintain employee information?

● Paper-based filing systems

● Manual data entry and storage
● Physical document management
● Fundamental Challenge: Data silos, security risks, inefficient retrieval,
storage limitations
Digital HR Dimensions - Technology Tools
Recruitment in Digital Age

Solving: How do we find and select the right people for our organization?

Digital Solutions:

● AI-powered candidate screening and matching

● Global talent pool access through online platforms
● Automated initial screening and assessments
● Data-driven candidate evaluation and bias reduction

Widely Used Tools:

● LinkedIn Talent Solutions - Professional networking and recruitment

● Workday Recruiting - End-to-end talent acquisition
● Greenhouse - Applicant tracking and interview coordination
● HireVue - Video interviewing and AI assessment
● Indeed - Job posting and candidate sourcing
Digital HR Dimensions - Technology Tools
Performance Management 2.0

Solving: How do we measure and improve employee performance?

Digital Solutions:

● Continuous feedback and real-time performance tracking

● 360-degree feedback from multiple stakeholders
● Goal alignment and OKR (Objectives & Key Results) tracking
● Performance analytics and trend identification

Widely Used Tools:

● 15Five - Weekly check-ins and continuous feedback

● Lattice - Performance management and employee engagement
● BambooHR - Performance reviews and goal tracking
● Culture Amp - Employee feedback and performance insights
Digital HR Dimensions - Technology Tools
Learning & Development

Solving: How do we build employee capabilities and skills?

Digital Solutions:

● Personalized learning paths and microlearning

● On-demand access to training content
● Skills assessment and gap analysis
● Social learning and peer-to-peer knowledge sharing

Widely Used Tools:

● LinkedIn Learning - Professional skill development

● Coursera for Business - University-level courses
● Udemy Business - Practical skills training
● Degreed - Skill tracking and learning analytics
Digital HR Dimensions - Operations & Analytics
Compensation & Benefits

Solving: How do we fairly reward and retain employees?

Digital Solutions:

● Real-time market salary benchmarking

● Flexible benefits administration and enrollment
● Automated payroll processing and compliance
● Personalized benefits recommendations based on employee data

Widely Used Tools:

● Workday HCM - Comprehensive HR and payroll management

● ADP Workforce Now - Payroll and benefits administration
● Payscale - Market salary data and compensation planning
● Benefitfocus - Benefits administration and employee engagement
● Gusto - Small business payroll and benefits
Digital HR Dimensions - Operations & Analytics
Employee Relations & Communication

Solving: How do we maintain positive workplace relationships and communication?

Digital Solutions:

● Multi-channel communication platforms

● Employee feedback and pulse surveys
● Digital collaboration and knowledge sharing
● Instant messaging and virtual team building

Widely Used Tools:

● Slack - Team communication and collaboration

● Microsoft Teams - Video conferencing and file sharing
● Officevibe - Employee engagement and pulse surveys
● Yammer - Enterprise social networking
● Zoom - Video conferencing and webinars
Digital HR Dimensions - Operations & Analytics
Employee Relations & Communication Solving: How do we maintain positive workplace relationships
and communication?

Digital Solutions:

● Multi-channel communication platforms

● Employee feedback and pulse surveys
● Digital collaboration and knowledge sharing
● Instant messaging and virtual team building

Widely Used Tools:

● Slack - Team communication and collaboration

● Microsoft Teams - Video conferencing and file sharing
● Officevibe - Employee engagement and pulse surveys
● Yammer - Enterprise social networking
● Zoom - Video conferencing and webinars
Digital HR Dimensions - Operations & Analytics
Record Keeping & Analytics Solving: How do we manage and maintain employee information?

Digital Solutions:

● Cloud-based centralized data storage

● Advanced analytics and reporting dashboards
● Automated compliance tracking and reporting
● Predictive analytics for workforce planning

Widely Used Tools:

● SAP SuccessFactors - Comprehensive HR information system

● Oracle HCM Cloud - Enterprise HR management
● Tableau - HR data visualization and analytics
● Power BI - Business intelligence and reporting
● Workday Analytics - People analytics and insights
 Traditional vs Digital - Side by Side
Traditional Challenge Digital Solution Key Tools

Limited talent reach Global talent pools LinkedIn, Indeed, Glassdoor

Subjective hiring bias AI-powered screening HireVue, Workable, Greenhouse

Annual feedback only Continuous performance tracking 15Five, Lattice, Culture Amp

Generic training programs Personalized learning paths LinkedIn Learning, Coursera

Fixed compensation structures Dynamic market benchmarking Payscale, Glassdoor, Workday

Manual payroll processing Automated payroll systems ADP, Gusto, BambooHR

Slow communication Instant collaboration Slack, Teams, Zoom

Paper-based records Cloud-based HRIS Workday, SuccessFactors, Oracle

Limited analytics Predictive workforce insights Tableau, Power BI, Visier