| dc.description.abstract | As digital transformation advances, professionals in the field of human resources are compelled to rethink their strategies in order to effect the necessary changes to achieve new organizational objectives. However, they themselves need to reconsider their roles and identify the constraining and propelling factors of their mindset to respond to this challenge. This dissertation presents a guide for developing the mindset of the human resources professional in digital transformation businesses. The research followed a qualitative and exploratory-descriptive approach, employing the "Design Science Research" method as a research strategy. In addition to literature review, semi-structured interviews were conducted with senior human resources leaders in digitally transforming companies, and a focus group was held with experts in digital transformation and human resources. The research presented significant contributions regarding the role of human resources in digitally transforming businesses, which includes increasing awareness about the topic within the organization, creating a people strategy for the digital era, identifying the necessary skills, and assisting the business in making people-related decisions, fostering a culture of dialogue, and managing change. Moreover, it revealed the constraining factors to their performance: low technological knowledge, lack of learning, poor listening skills, lack of agility mindset, limited openness to new ideas, absence of innovative mindset, lack of systemic vision, limited future orientation, and low strategic vision. Additionally, impelling factors were identified, such as the ability to comprehend the business perspective, influence capacity, planning, organization, resilience/adaptability, and openness to learning. Finally, suggestions were provided for developing each identified prioritized mindset in these contexts. | en |
