Digitization of Human Resource Management Processes in the Business Sector

Dear respondent,

This survey is being conducted for my master's thesis to assess how digital tools impact human resource management processes in the business sector. The survey is anonymous and the data will be used only for aggregate analysis. Please provide your answers by selecting the option that best suits you. It will take about 7–9 minutes to complete.

If you have any questions, you can contact me via email: [email protected].

Thank you for participating in the survey!

ရလဒ်များသည် အများပြည်သူအတွက် ရရှိနိုင်သည်

MaleFemaleOther / I prefer not to say

Top-level manager (e.g., director, general manager, board member)Middle-level manager (e.g., department/store manager)Lower-level manager (e.g., shift, team, group leader)Specialist level position (e.g., HR, finance, IT, marketing, supply specialist, etc.)Administrative or service position (e.g., cashier, salesperson, assistant, consultant)

Very small company - less than 10 employees (1-10)Small company - less than 50 employees (11-50)Medium-sized company with less than 250 employees (51-250)Large company with 250 or more employees (250 and more)

Electronic employee search and selection (e-selection)Electronic training / e-learning platformsInternal employee portal (e.g., vacation requests, certificates, work time planning)Employee self-service system (HR self-service)Electronic document management systemCommunication and collaboration platforms (e.g., MS Teams, Slack, Google Workspace)Other digital systems in use (please specify):

Completely non-digitized (all processes are conducted manually, without IT solutions)	Some processes are performed digitally, but most are manual	Approximately half of the processes are digitized, the other half are not yet	Most processes are digitized, but some still use manual solutions	All main processes are conducted digitally (fully automated operation)
(1 – not digitized at all, 5 – all processes are carried out digitally)

1 – Not applicable at all (digital tools are not used)	2 – Applied very minimally (only individual solutions are used)	3 – Partially applied (some processes are digitized)	4 – Applied widely (most processes rely on digital tools)	5 – Applied very widely (almost all processes are conducted digitally)
In my organization, human resource management processes (e.g., employee selection, training, performance evaluation) are carried out using digital systems.

Digital tools are applied in most HR management areas (e.g., work time planning, communication, employee information).

My organization regularly implements or updates digital systems for personnel management.

For daily work planning, task execution, or communication with managers, we use digital company systems (e.g., internal portal, HR self-service, e-training).

1 – Completely disagree (digitization does not work or even decreases work efficiency)	2 – Rather disagree (the positive effect is very minor)	3 – Neither agree nor disagree (the effect is neutral or minimal)	4 – Rather agree (digitization noticeably improves work efficiency)	5 – Completely agree (digitization significantly increases work organization efficiency)
Using personnel systems allows me to provide or obtain information more quickly (e.g., vacation requests, work schedules, certificates).

Digital personnel management systems have reduced the need to fill out documents manually or on paper.

Thanks to digital systems, my work tasks have become clearer structured and easier to track.

Digital personnel management and internal communication systems (e.g., intranet, performance evaluation or data reporting tools) ensure quick access to information, correction of errors, and smooth communication among employees and managers.

1 – Completely dissatisfied / not engaged, digital tools have no positive impact	2 – Slightly satisfied / feel minimal engagement, the effect is very limited	3 – Moderately satisfied / involvement is neither high nor low	4 – Mostly satisfied / feel increased engagement and better communication	5 – Completely satisfied / feel high engagement and smooth, effective communication with colleagues and managers
The digital systems used create more convenient conditions for performing my work and increase satisfaction with the work process.

Digital management or evaluation systems help me clearly understand my work goals and evaluation criteria.

Using digital systems makes me feel more involved in the organization's activities and decision-making.

Internal digital communication tools (e.g., intranet, e-platforms) have improved communication and information exchange with colleagues and managers.

1 – Completely disagree / feel no impact (digital tools do not help improve)	2 – Rather disagree (the effect is very limited or minimal)	3 – Neither agree nor disagree (the effect is minimal or hard to notice)	4 – Rather agree (digital tools significantly contribute to improvement)	5 – Completely agree / feel a strong positive impact (digital tools significantly promote learning and competency development)
E-learning platforms help save time and learn more effectively.

Digital training allows learning at a convenient time, place and at one's own pace.

Digital learning systems provide higher quality, diverse, and interactive content.

E-learning tools increase my motivation to learn and improve professionally.

Digital training helps better understand the organization's goals and my role in achieving them.

1 – Completely disagree / feel no positive impact (digital tools do not encourage learning or improvement)	2 – Rather disagree (the impact is minor, the results are limited)	3 – Neither agree nor disagree (the impact is average or hard to notice)	4 – Rather agree (digital tools positively affect the quality and flexibility of learning)	5 – Completely agree / feel a strong positive impact (digital tools significantly improve learning quality, flexibility, and competency development)
The e-learning platforms used in my organization have changed the perception of training – they have become more attractive and easier to access.

Digital learning systems allow me to learn flexibly at a convenient time and pace.

E-learning content (courses, tests, video lessons) is relevant to my job functions and helps improve professional knowledge.

Participation in e-learning strengthens the understanding of organizational goals and promotes greater involvement in its activities.

1 – Completely disagree / do not feel these challenges (using digital systems does not pose difficulties)	2 – Rather disagree (challenges are rare or minor)	3 – Neither agree nor disagree (sometimes there are certain inconsistencies)	4 – Rather agree (challenges occur quite often and affect work)	5 – Completely agree / often encounter these challenges (digital systems pose significant difficulties or risks)
New or updated digital systems often increase my workload during the adaptation period.

During work, I encounter technical disruptions or system performance failures that hinder effective task execution.

Using digital systems makes me feel uncertain about personal data protection and privacy.

My organization lacks clear instructions or training on how to use new personnel management systems.

Digital solutions are often implemented without sufficient employee involvement or information about changes.

1 – Completely disagree / do not see the need for improvements (systems work properly and satisfactorily)	2 – Rather disagree (only minimal improvements are needed)	3 – Neither agree nor disagree (some areas could be improved)	4 – Rather agree (there is a clear need for significant improvements)	5 – Completely agree / very necessary improvements (systems require fundamental changes or updates)
My organization should organize more practical training on how to use new personnel management systems.

Using digital systems requires clearer technical support (e.g., help center, instructions, quick assistance).

Employee opinions and suggestions should be more involved before implementing new digital systems.

I am willing to voluntarily participate in testing or evaluating new systems before their implementation.

My organization needs a clearer strategy on how digital tools will be further implemented and improved.

Digitization of Human Resource Management Processes in the Business Sector

1. Your gender: ✪

2. Your age: ✪

3. Your work experience: ✪

4. Current level of position: ✪

5. The sector in which you work: ✪

6. The size of the company you work in: ✪

7. What digital tools are used in your company for personnel management?

8. How do you assess the level of digitization in the personnel management processes of your company? ✪

9. What digital technologies are applied in your company? Select all applicable options.

10. Employee selection, hiring, and work organization ✪

11. The impact of digitization on work organization efficiency ✪

12. Employee satisfaction, engagement, and communication ✪

13. Learning and qualification improvement ✪

14. Evaluation of digitization impact on employee training and qualification improvement processes ✪

15. Challenges and risks ✪

16. Need for improvements