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6 Tips to Help HR Implement Digital Strategy

By HR Tech Outlook | Thursday, January 09, 2020

Digital transformation has become a sort of buzzword for HR professionals today. It simply means the process of embedding technology into business processes. This helps enhance functionality across the board and upend the work process across all departments of the organization.

FREMONT, CA: The way a workplace used to function ten years ago is astronomically different from what it looks like now, and this is mainly due to the advancements in technology. These changes enforced by technology, in most cases, have been rapid and sweeping. Workers can now apply for jobs and participate in interviews at their own convenience using mobile phones. Once hired, the onboarding process starts online, even before the employee sets foot in the company. In some cases, they don't also have to step foot in the company property as they may be working remotely.

These changes can be referred to as digital transformations in the HR policies, a process not so simple, but capable of yielding significant benefits if achieved correctly. Digital transformation has become a sort of buzzword for HR professionals today. It simply means the process of embedding technology into business processes. This helps enhance functionality across the board and upend the work process across all departments of the organization.

The Business Case

Setting up your business case is quite essential. During this stage, HR can gain buy-ins from C level and senior-level leaders. Without a business case, there is little meaning in attempting to build a strategy. The aim is to focus on technology and data that provides a clear picture when it comes to the return on investment for supporting the cause.

Setting up Goals

It is vital that HR takes stock of the current situation at an organization before going through with any plan. There needs to be absolute clarity as to what HR is looking to achieve through this change. Assessing the workforce and identifying its weaknesses and strengths is equally essential. This helps in planning strategies that can trigger the transformation that leaders are looking to achieve.

Strategy Development

Strategy development is the key to how HR plans to take the organization forward during a period of transformation. A strategy performs the role of a map in an organization and is indispensable in many ways. Without an approach, you increase the risk of losing your way during the development period. It guides the organization along the right path and keeps track of which step needs to be implemented when and in what order in order to maintain smooth and efficient implementation.

Identifying the Right Tech

While choosing new technology, HR must ensure that it is in support of the company strategy. Keeping in mind the goals and strategy of the organization, HR should be able to determine which technology is needed to succeed. It is also essential to ensure that the chosen technology supports the company's goals and aids in achieving them.

Experimentation

There is no fixed set of guidelines when it comes to transformation. HR should be open to experimenting with new ideas and strategies during this period. It is important to take stock of what is happening in the industry where the business operates and to understand the composition of the workforce as it helps to determine what action to take next.

Developing Skills

Upgrading technology will not be of any help if people are not allowed to use it and fail. Through failure, there is an opportunity to review a strategy and learn from the mistakes made. This can give insights on how to overcome the failure, which in most cases, results in the development of skills, primarily at all levels of the organization.

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