Digital Transformation in HR is more than just introducing new technology; it is about transforming the very nature of work and the future. Digital transformation is a phase and outcome. It is a revolutionary change, but it is also a process of evolution. Apart from digitization, the transition to business with technology at its heart often requires a change in an organization’s culture and mentality.
Like any other part of the organization, Human Resource Department’s digital transformation is necessary at a time when technological change is the norm. HR Departments are more critical than ever in defining the corporate culture in favor of digital transformation. HR is essential in shaping and maintaining the future of work. With the emergence of artificial intelligence (AI), blockchain, machine learning, automated performance management, and more, HR teams that still rely on Excel sheets to collect and interpret data need to make the switch to automation, and quickly.
HR is essential in influencing and maintaining the future of work. HR department members can no longer sit on the sidelines and wait for those in the C-suite to accept a culture of technological innovation and digital transformation that benefits the business and its stakeholders. With every passing day, it brings a greater sense of urgency when it comes to making necessary changes in the modern enterprise environment. With the intensified talent competition, the challenge is to find skilled individuals who excel in the atmosphere of your business and who want to continue to work there. The positioning of your company as an employer of choice is highly dependent on human resources departments guiding, promoting, and enforcing digital workplace initiatives.
Listed below are a few ways by which HR can lead the way and support digital transformation and make a positive impact.
- Set a Specific Goal: Before setting off on a big transformative HR journey, first establish a clearly defined target that makes sense from a business perspective. This goal will most often be to solve a problem that employees encounter. That is why the emphasis should always be on the employee as the end-user in a phase of HR transformation. It is also why before you introduce this, you want to let your workers test every new technology themselves first.
- Get Everyone On Board: That includes all of the stakeholders, from the employees to the C-suite and everyone in between. When it comes to a digital HR transition – something that will influence the enterprise as a whole – you need all the help you can get to make it a success.
- Don’t Make Things Overcomplicated: Always begin simple and straightforward. Look at the sections of your HR processes that might be linked to a digital makeover (preselection & recruiting, onboarding & in boarding, learning and development, payroll management, etc.). Speak to your employees and C-suite representatives about that.
- Makes Innovations a Priority: This will, without doubt, lead to a long list of ideas. Prioritize them based on effects and commitment. The former is the business effect of digitizing the designs and the latter is the time and money it would take to get the ideas to go digital in reality. Start with the high-impact ideas and low effort. They’ll help you build the digital HR business case and get you going quickly.
- Performance Assessment: Trying and integrating digital technologies is excellent, but if we don’t look at their outcomes, it doesn’t make any business sense. Therefore we have to evaluate what works and what does not critically. After all, the only way we can move forward is to solve the real problems with technological solutions that solve those problems.
- Create the Right Culture: Digital technology alone does not suffice to transform HR. Let alone a full organization’s digital transformation. It’s just as much about the attitude of everyone involved-maybe even more so. And that’s all about your culture in the business. A digital mentality is necessary for the broadest sense of the word for a productive transition from the current workforce up to the C-level and for the new people you employ.
HR is in a prime position to spearhead a digital transformation in the workforce by being at the forefront of both the employees and the business side of the organization. This will result in a much more active, motivated, and educated workforce, resulting in increased productivity, efficiency, and profitability.