Strategic Requirements of Digitalisation for HRM in the Logistics Sector

Abstract

Technical developments in the field of digitalisation are creating new opportunities in human resource management (HRM). In the area of distribution and logistics, there is a need for optimisation. Until now, personnel decisions in logistics have often been standardised at almost all qualification levels in HR departments based on job descriptions. Decisions are often made by HR departments alone and not in consultation with other relevant departments. Necessary and critical success factors, such as requirements for the introduction of technologies in intralogistics for the digitalisation of processes and tasks through robotics and automation projects, are insufficiently or not at all considered in HRM, which must be defined as a research gap. In order to achieve greater efficiency in logistics staffing, companies are required to utilise personnel decisions as part of the corporate strategy. To this end, HRM must be integrated into the company's goal-oriented mission statement. System requirements in the company and their fulfilment by a candidate, basic, application-oriented technology knowledge and industry expertise are decisive factors for performance. The aim of this article is to present a target-oriented strategic HRM framework based on the possibilities of digitalised HRM as an adaptation requirement in logistics, which is effective in practice.