Social and digital HR proximity: A theoretical analysis of the new trends in HR practices for the benefit of the employee experience

Abstract

In a context marked by the digitalization of business processes, the human resources (HR) function is opting in turn for the deployment of innovative solutions for its HR practices, often based on the use of the Internet. This transformation is part of the vision of companies to take advantage of these new digital devices, often used to work, to communicate, to train, to get information, etc..  In this context, the HR function is increasingly introducing organizational practices that aim to establish a proximity to employees, in order to listen to them more, to understand their needs, their expectations and their perceptions with regard to everything that concerns their relationship with the company. Indeed, the digitization of HR practices and the proximity of HR to the teams on the ground can play a decisive role in creating a successful employee experience.

The results of this study indicate that the digitization of HR practices simplifies the relational channel between the HR entity and employees, although it contributes to establishing a social distance between them. However, the HR proximity allows answering this limit of social nature of the digitalization to the professional framework and aims in particular to develop social and human relations between the company and its employees (listening, support, personalization).

The objective of this article is to present a review of the literature (state of the art) that focuses on some recent and specific dimensions of HR management while focusing on the combination between the digitalization of HR practices and HR proximity, highlighting the benefits that these two actions can bring to the employee experience for any company that hopes to deploy this HR policy.

Keywords: HR practices, employee experience, phygital HR proximity.

JEL Classification: M54

Type of the article: Theoretical research