DIGITAL HR TECHNOLOGY AND WORKING EFFICIENCY OF HUMAN RESOURCE OFFICERS

Abstract

The objectives of this research article were (1) to study digital HR technology and the working efficiency of human resource officers, (2) to compare the performance of human resources officers classified by personal factors, and (3) to study the digital HR technology affects the performance of human resource officers. This research is quantitative research. The tools used for collecting data include the distribution of online questionnaires. The respondents are human resource officers, with the use of digital technology in their work, which is done in Bangkok and its vicinity. The statistics used in the data analysis were confidence test, percentage, mean, standard deviation, T-Test, one-way analysis of variance, and multiple regression analysis.

The results of the study revealed that from the analysis of the use of digital HR technology in the work of HR officers It was high overall, and when each aspect was examined, it was discovered that the data analysis aspect had the highest level of opinion, followed by mobile, and cloud. In terms of the efficiency of the work of HR officers Overall, it was found to be at a high level, with very high levels of opinion on quality, quantity, and time.

When comparing the performance of human resource officers separated by personal factors, it was found that sex, age, education, job position, and province were not different. The type of organization, nature of work, and type of industry have different working efficiency, with a statistically significant level of 0.05.

Digital HR technologies that affect the performance of human resource officers include social media, mobile, and data analysis. The regression coefficient of digital HR forecasting in all 3 areas was able to predict the work efficiency of HR staff by 21% with a statistical significance at the 0.05 level.