According to the source, the significance of human resources is increasing over the time and it has become the critical resource for the organizational success and let it achieve its goals. Its importance has been increased further in the digital modern world where nature of work is more complex and challenging which can only be resolved by the human resource even the availability of technology is more than ever. Human resource is the one which operates the digital technology and establishing the business strategies in order to make the best usage of the technology for achieving goals, increasing the productivity output and profits margins. Despite the fact that technology has overcome, it still needs a qualified and technical human resource which can handle the digital technology for organizational benefits (Alok, 2015).

Added Value Services of Human Resource Management 

These are the following value-added services provided by the human resource considering the digital technology phenomena, discussed in the following.

Strategic Value-Added Services Using Digital Technology 

        According to the source, this is a human resource which manages the training programs in organizations so that company employees can learn new techniques in order to improve the work efficiency and productivity. There are various digital technologies available which helps in better organizing the work but only possible when employees can operate it and know how to provide value added services using this technology. Employees make the best business strategies to capture the most profitable and specific market using the digital technology which is known as value added services (Bersin, 2017). Digital technology helps in understanding the needs of target market and also segregate the highly profitable market from low profitable market, then managers designs such business strategies which enable the organization only targeting highly profitable market so that profits can be maximized. 

Access to Expert Human Resource 

        According to the source, it is studied that digital technology enabling the organization and management having an access to specialized human resource even if he is thousands of kilometers away from the working place. This is such a value-added services provided by the human resource using the digital technology which helps in resolving the challenges and removing the obstacles from the way. Otherwise, company would not be able moving forward and achieving the advanced goals without having access to expert’s human resource. Such a value-added services provided by the human resource is only possible through digital technology else mostly companies do not have enough resources to have such experts employees on permanent basis (Bersin, 2016).

Analytical Value-Added Services  

        This is the best value-added services provided by the human resource in the organization using the digital technology. It helps in collecting the data from the segmented market and using it for decision making process after conducting the analysis. Digital technology is very helpful in studying the data into meaningful manner such as in the form of graphs and tables so that accordingly make the decision. Such decisions made by the experts also needs to be qualifying in studying the critical and complicated date which needs to be studied and understand before rushing to make any decision (Niaz, 2015). A good analysis is only possible when you have experience of digital data analysis and then make the right decision which goes into the favor of the company.

        According to the source, before the era of digital technology, even the market managers were not able to be collecting the data in the meaningful form and availability of data in vague form was reducing the ability of analytical manager to make good decisions on the basis of data. Therefore, such value-added services are only made possible by the combination of qualified human resource and digital technology (Alok, 2015).

References of Analyze the importance of human resources and its added value in the organization.

Alok, M., 2015. Information Technology in Human Resource Management: An Empirical Assessment. Ebscohost, 13(1), pp. 54-61.

Bersin, J., 2016. The New Digital World Of Work: How HR Will Change In 2016. [Online]
Available at: https://www.forbes.com/sites/joshbersin/2016/01/29/ten-predictions-for-hr-leaders-in-2016-how-the-digital-world-of-work-will-change/#5df975d55555
[Accessed 08 May 2019].

Bersin, J., 2017. HR Technology For 2018: Ten Disruptions Ahead. [Online]
Available at: https://www.forbes.com/sites/joshbersin/2017/11/02/hr-technology-for-2018-ten-disruptions-ahead/#78877caa43b7
[Accessed 08 May 2019].

Niaz, T., 2015. Information technology, knowledge management and human resource management. Ebscohost, 13(1), pp. 41-55.