<?xml version="1.0" encoding="ISO-8859-1"?><article xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink" xmlns:xsi="http://www.w3.org/2001/XMLSchema-instance">
<front>
<journal-meta>
<journal-id>1659-3359</journal-id>
<journal-title><![CDATA[Tec Empresarial]]></journal-title>
<abbrev-journal-title><![CDATA[Tec Empre.]]></abbrev-journal-title>
<issn>1659-3359</issn>
<publisher>
<publisher-name><![CDATA[Instituto Tecnológico de Costa Rica]]></publisher-name>
</publisher>
</journal-meta>
<article-meta>
<article-id>S1659-33592024000300103</article-id>
<article-id pub-id-type="doi">10.18845/te.v18i3.7289</article-id>
<title-group>
<article-title xml:lang="en"><![CDATA[Firms&#8217; digital transformation and e-human resource management. A qualitative approach]]></article-title>
<article-title xml:lang="es"><![CDATA[Transformación digital de las empresas y e-gestión de recursos humanos. Un enfoque cualitativo]]></article-title>
</title-group>
<contrib-group>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Escribá-Carda]]></surname>
<given-names><![CDATA[Naiara]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Redondo-Cano]]></surname>
<given-names><![CDATA[Ana]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
<contrib contrib-type="author">
<name>
<surname><![CDATA[Escribá-Moreno]]></surname>
<given-names><![CDATA[Mª Ángeles]]></given-names>
</name>
<xref ref-type="aff" rid="Aff"/>
</contrib>
</contrib-group>
<aff id="Af1">
<institution><![CDATA[,Universidad de Valencia partamento de Dirección de Empresas, &#8216;Juan José Renau Piqueras ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Spain</country>
</aff>
<aff id="Af2">
<institution><![CDATA[,Universidad de Valencia Departamento de Dirección de Empresas, &#8216;Juan José Renau Piqueras ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Spain</country>
</aff>
<aff id="Af3">
<institution><![CDATA[,Universidad de Valencia Departamento de Dirección de Empresas, &#8216;Juan José Renau Piqueras ]]></institution>
<addr-line><![CDATA[ ]]></addr-line>
<country>Spain</country>
</aff>
<pub-date pub-type="pub">
<day>00</day>
<month>12</month>
<year>2024</year>
</pub-date>
<pub-date pub-type="epub">
<day>00</day>
<month>12</month>
<year>2024</year>
</pub-date>
<volume>18</volume>
<numero>3</numero>
<fpage>103</fpage>
<lpage>128</lpage>
<copyright-statement/>
<copyright-year/>
<self-uri xlink:href="http://www.scielo.sa.cr/scielo.php?script=sci_arttext&amp;pid=S1659-33592024000300103&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.sa.cr/scielo.php?script=sci_abstract&amp;pid=S1659-33592024000300103&amp;lng=en&amp;nrm=iso"></self-uri><self-uri xlink:href="http://www.scielo.sa.cr/scielo.php?script=sci_pdf&amp;pid=S1659-33592024000300103&amp;lng=en&amp;nrm=iso"></self-uri><abstract abstract-type="short" xml:lang="en"><p><![CDATA[Abstract In recent years, digital transformation processes have been gaining relevance. However, not all companies are achieving the same degree of transformation. The presence of barriers and enablers plays a significant role in this process. Furthermore, the extent of digital transformation also impacts how human resources (HR) policies are deployed and influences the effect they have on employees. This work aims to understand how the digital transformation process is occurring from a qualitative approach. Specifically, this study analyzes the main drivers and barriers of firms' digitalization, as well as its effects on companies, people, and human resource practices. Eight semi-structured interviews were conducted with key informants in three companies to gain an in-depth insight into the research problem. ATLAS.ti was used for data analysis and coding. Results show the presence of barriers and facilitators documented in existing literature. However, our results reveal that the business size and the firm's main activity are important variables that affect the extent of digital transformation. The study also reveals the benefits of digitalization in terms of efficiency and human resource autonomy (flexibility, work-life balance). Likewise, the findings unveil the negative consequences of digitalization with risks such as depersonalization and isolation that undermine talent retention.]]></p></abstract>
<abstract abstract-type="short" xml:lang="es"><p><![CDATA[Resumen En los últimos años, el proceso de transformación digital ha ido ganando importancia. Sin embargo, no todas las empresas adquieren el mismo nivel de transformación. La presencia de barreras y facilitadores desempeña un papel importante en este proceso. Además, el alcance de la transformación digital también influye en cómo se ejecutan las políticas de recursos humanos (RH) y su impacto en los empleados. Este trabajo pretende comprender cómo se está produciendo el proceso de transformación digital desde un enfoque cualitativo. En concreto, en este estudio se analizan los principales impulsores y barreras de la digitalización en las empresas, así como sus efectos sobre la empresa, las personas y, sobre las prácticas de recursos humanos. Se realizaron ocho entrevistas semiestructuradas a informantes clave de tres empresas para conocer en profundidad el problema de investigación. Se utilizó ATLAS.ti para el análisis y la codificación de los datos. Los resultados muestran la existencia de barreras y facilitadores, tal y como ha identificado la literatura existente, sin embargo, nuestros resultados muestran que el tamaño de la empresa y el sector al que pertenece son variables importantes que afectan al nivel de transformación digital. El estudio también revela los beneficios de la digitalización en términos de eficiencia y sobre la autonomía de los recursos humanos (flexibilidad, conciliación). Asimismo, los resultados muestran también los efectos negativos de la digitalización como los riesgos como la despersonalización y el aislamiento que socavan la retención del talento.]]></p></abstract>
<kwd-group>
<kwd lng="en"><![CDATA[Digital transformation]]></kwd>
<kwd lng="en"><![CDATA[e-human resource management]]></kwd>
<kwd lng="en"><![CDATA[(e-HRM)]]></kwd>
<kwd lng="en"><![CDATA[barriers]]></kwd>
<kwd lng="en"><![CDATA[enablers]]></kwd>
<kwd lng="en"><![CDATA[qualitative study]]></kwd>
<kwd lng="es"><![CDATA[Transformación digital]]></kwd>
<kwd lng="es"><![CDATA[digitalización de la función de RRHH]]></kwd>
<kwd lng="es"><![CDATA[barreras]]></kwd>
<kwd lng="es"><![CDATA[facilitadores]]></kwd>
<kwd lng="es"><![CDATA[metodología cualitativa]]></kwd>
</kwd-group>
</article-meta>
</front><back>
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