HR digital transformation is a super popular topic for many HR professionals. And for very good reason, since digital technology has the potential – as well as ability – to transform HR as we know it. However, it’s one thing to talk about digital HR transformation, it’s a completely different thing to do it.
The HR digital revolution is here and it is moving at rapid speed. Organisations are looking for new, effective as well as productive ways to meet the changing demands of doing business — responsiveness, 24/7 global access, speed as well as accuracy.
Leading organisations know that they need to disrupt or be disrupted. This is so that they can begin to create entirely new work environments that we now call the digital workplace revolution. It is changing the way we conceptualise and approach everyday work.
What Is HR Digital Transformation?
The term ‘HR digital transformation’ refers to the transformation in the way that HR functions. It uses data in order to guide all areas of HR, such as:
- Performance management,
- Learning and development,
- Rewards and recognition, as well as
What Is The Goal Of Digital Transformation In HR?
The ultimate goal of digital transformation in HR may be multifaceted:
- To automate processes as well as reduce the time spent on repetitive tasks.
- To maximise the employee experience.
- To make use of the freed-up time in order to strategise and ultimately benefit the business. bottom line.
What Is The Role And Responsibility Of HR In Digital Transformation?
In collaboration with the IT department, HR is now being asked to lead organisations towards digital transformation and support its continual digital evolution. This involves empowering employees with a digital mindset to improve workforce processes and enhance productivity.
What Are The Stages Of Digital Transformation In HR?
As an organisation doesn’t go from being barely digital to being fully digital overnight these types of changes take time. There are six stages to digital transformation in HR:
- Business as usual – This one is quite self-explanatory.
- Present and active – Various experiments in the entire organisation drive digital literacy as well as creativity.
- Formalised – This is where the organisational relevance comes in. If it’s not relevant for the organisation, the leadership shouldn’t support it – although that’s unfortunately not always the case.
- Strategic – Individuals realise how powerful collaboration is. Their shared efforts as well as insights lead to new strategic roadmaps.
- Converged – This is where a committed digital transformation team is formed in order to guide the company strategy in addition to its operations.
- Innovative and adaptive – Digital transformation has become the new ‘business as usual’ and a new ecosystem is established.
If you want to learn how to digitally transform your organisation – and you should be doing this already – then you need to do our Digital Transformation Course. For more information about this, please follow this link.
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