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10 Pointers for Tackling HR Digital Transformation

By HR Tech Outlook | Friday, March 06, 2020

Digital transformation will take time and a consistent amount of work and will continue to need attention and refinement as technology is ever-evolving. To ensure that the strategy will drive the organization to success, they should remain active and consistent

Fremont, CA: Today, technology disruption is prevalent in every industry and has changed the workplace settings enormously. Candidates can apply for job openings easily through their mobile devices or computer and can even schedule online interviews. The onboarding process, if hired, begins without even being physically present in the organization's office, and in cases of remote working, this is not even necessary. Digital transformation in a company is not an easy process, but it can be achieved in such a way to yield positive results.

Digital Transformation

Top 10 Organizational Development Consulting/Services Companies - 2020Defining what the transformation is before constructing a digital strategy is crucial as it will support the organization during the transition from older to more modern processes.

HR digital transformation is the process of incorporating technology into the business process to improve functionality across the board. By implementing this, it will disrupt every department within the organization and upend work processes and create new ones simultaneously.

Below are ten pointers to build a strong HR digital strategy:

Building a Business Case

The creation of a business case is essential in an organization as this is the stage where HR can gain buy-in from C-Level and senior-level leaders. Emphasize on technology and data that provides a clear picture when it comes to the return on investment for supporting the cause.

Goal Setting

By accessing the current situation at the organization, HR should know what it wants to achieve with the change and understand the strength and weaknesses of the workforce and how the strategy can help reach the transformation that leaders want to achieve. All these should be taken into consideration before progressing with a plan.

Strategy Development

Developing a strategy is about how HR plans to move the organization forward during the transformation. Knowing what steps are needed to implement and in what order is crucial for the change to go smoothly.

Be Transparent

Because changes will happen at a fast pace at first, it is inevitable to keep the employees well informed regarding the same. And also to handle success and failures in the transformation and the pressure during the entire transformation period.

Evaluate Results

It is important to pay attention to the results as it will enable HR to monitor the success of the transformation and help determine what is and what isn't working for the employees.

Implement the Right Technology

HR should know what kind of technology is needed to succeed, taking into account the goals and the strategy, and the chosen tools or technology must also facilitate the purposes of the business.

Skill Development

Unless the workers are allowed to use new technology and fail, it will not make much of a difference. Failure helps review mistakes and can be a learning exercise for employees, often resulting in the development of new skills.

Company Culture

As transformation begins, it is crucial not to lose sight of the company culture. If the process supports and empowers the organization, both the HR and the workforce will succeed.

Leaders Role

Leaders should be involved actively in the transformation process by helping decide on the best course of action as well as promoting and living it.

Allow Experimentation

It is vital for HR to be open to experimenting during the transformation period and to evaluate what is happening in the industry the business is associated with. It is also essential to understand the structure of the workforce as it will help decide the next action to take.

see also: Top HR Tech Solution Companies

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