Digitalization as an effective factor in the management of organizational culture

Abstract

The alignment of the organization values with the employees values contributes to achieving the strategic goals of the organization. In order to strengthen the competitive advantages and increase the motivation of the organization’s employees, it is necessary to constantly improve the organizational culture of personnel management. The article considers the concept of organizational culture in an organization from the positions of different authors, studies indicators for evaluating organizational culture, factors affecting it, and in order to improve the organizational culture of personnel management in the context of digital transformation, it is important to use digital technologies in the personnel management system, which leads to the evolution of relations between the organization and personnel, as well as the openness of people’s lives. Digital technologies are changing management’s views on business processes and management decision-making. The level of organizational culture affects the competitiveness of an organization and its profitability. Improving the digital culture of an enterprise is impossible without a systematic approach, which determines the investments inflow into the human capital of the organization, namely in the development of skills, increasing the intellectual capabilities of staff, and professional development. So in that case, the systematic approach considers a human resource as an object that consists of several elements interacting with each other. Human capital is a source of financial resources, which, as a result of capitalization, brings additional income to itself and the organization. Employees of the organization receive only positive emotions from work, satisfaction and the opportunity to realize their goals and ambitions, openness, transparency in their daily work. Digitalization provides an opportunity for the development of each project participant in the organization in compliance with established rules and regulations.

In conclusion, the author summarizes the results and describes the issues that can be solved through the digitalization of the enterprise organizational culture.