HR & Talent Management through Digitalization.

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 Do you know what is HR Digitalization? 



             (Lebedzeva, 2018)

The goal of HR digitalization is to leverage digital technologies to modernize HR procedures, increase organizational agility, and make the HR department and workers' experience easier to use. It is consistent with larger organizational initiatives for digital transformation.

01. Automation of HR Procedures: 
Payroll processing, benefits administration, hiring, onboarding, and performance management are just a few of the time-consuming, repetitive HR processes that are automated as part of HR digitalization. Automation helps save a lot of time, cut down on manual errors, and free up HR experts to work on more strategically important areas of their jobs.

02. Digital HR Platforms: 
Businesses frequently use software programs or digital HR platforms to centralize HR operations. Modules for hiring, managing employee data, conducting performance reviews, training, and other HR procedures are commonly included in these systems. These solutions offer a streamlined and effective method for handling HR-related tasks.

03. Employee Self-Service (ESS):
 Through self-service portals, HR digitization enables employees to manage their HR-related duties more actively. Workers are more engaged and satisfied overall since they can examine pay stubs, request time off, update their personal information, and take part in training programs.

04. Data analytics and reporting: 
With digital HR, businesses can gather and examine HR data to learn more about employee happiness, performance indicators, and labor trends. Workforce planning, talent management plans, and strategic HR initiatives can all benefit from data-driven decision-making.

05. Mobile HR Solutions: 
As mobile devices become more common, HR digitalization frequently includes applications that are optimized for mobile devices. This allows employees and HR professionals to conveniently access HR services and information while on the go. This improves responsiveness and accessibility.

06. Artificial Intelligence and Machine Learning Technologies: 
HR digitalization can make use of AI and ML technologies to automate hiring procedures, evaluate worker performance, and offer predictive insights. The efficacy and efficiency of HR operations can be improved by these technologies.


What is HR's Role in Digital Change Management?

It is the people who make technology work. HR is all about creating a supportive environment for employees, which is what every organization needs. In this section, we will go over six areas where HR can steer digital change. Modern HR has demonstrated its value as a critical strategic function that gives organizations competitive advantages.
       (Boatman, 2022)




01. Formulating a plan for digital adoption

You must incorporate strategies for embracing digital change at every level of your digital transformation initiatives. The intention is for staff members to effortlessly adopt and utilize every feature of the new tools.  

HR ought to describe the following aspects of the digital adoption strategy:

  • An understanding of users' requirements.
  • Clearly defined roles at every organizational level. 
  • Instruction and continuous assistance in various forms. 
  • The implementation of the trial program. 
  • Methods for motivating users.
  • monitoring user progress and use. 
02. Utilizing efficient communication to position digital solutions throughout the company

Individuals don't adopt transformations merely because they are instructed to. Workers are curious about the purpose of the new tools and how technology will impact them. HR must highlight and clarify the value and advantages of digital solutions in a way that the workforce can relate to. 
It's crucial to explain how each of these should benefit from the change:

3. Eliminating obstacles to adoption

Fear, resistance, a lack of skills, and other issues are some of the common barriers to digital adoption that we've already discussed. HR should work to remove these obstacles by fostering a culture that is receptive to new ideas and learning. 

Workers ought to experience a sense of voice. You must pay attention to their worries and allay them. A clear message about the importance of digital initiatives, adequate training, and open, two-way communication can all help to achieve employee buy-in.

04. Encouraging modification of behavior and creating resilience

There is more to digital transformation than simply changing the tools your company uses. It's about helping people think and act differently and modifying their behavior. 
Although implementing behavioral change takes time, spending money to assist staff in developing a new perspective will increase output and lessen resistance and animosity. 

05. Controlling risk
Potential dangers are introduced by digital transformation as the company uses new technologies. If these risks are not controlled, they may affect both your legal compliance and commercial operations. 

HR needs to be very aware of these risks. Think about privacy and ethical concerns, as well as brief productivity losses and other unclear circumstances. The governance and measurement gathering required to reduce risks should be part of a digital change management strategy.

06. Adhering to our own advice

HR must set an example by developing their own goals and abilities in the area of technology before assisting the organization in its transformation. Promoting a digital dexterity plan by HR is significantly more successful if the team has already taken advantage of the chance to use new tools. Establishing this benchmark will encourage other departments to do the same.


                    (www.youtube.com, n.d.)










Reference:

Lebedzeva, T. (2018). HR digital transformation: on the way to continuous workforce improvement. [online] www.scnsoft.com. Available at: https://www.scnsoft.com/blog/hr-digital-transformation-on-the-way-to-continuous-workforce-improvement.

‌Boatman, A. (2022). HR’s Guide to Digital Change Management. [online] AIHR. Available at: https://www.aihr.com/blog/digital-change-management/.

www.youtube.com. (n.d.). What is Digital HR? | AIHR [WEBINAR]. [online] Available at: https://youtu.be/JRGmi0MuN2o?si=ZqHIZDOh4y0N_EFt [Accessed 9 Dec. 2023].

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Comments

  1. Madusha Dilrukshi Hettiarachchi20 December 2023 at 03:33

    An interesting article that touches on a few different topics and relates to a current trend. Would like to know what kind of organizational modifications are necessary to use digitalization. What specific abilities do HR professionals need to put on their work histories to add technological skills? What kind of cooperation is appropriate for HR in the digital age?

    ReplyDelete
  2. Shankavi22 December 2023 at 03:54

    A successful digitalization process incorporates people, procedures, and technology in a holistic manner. Businesses can establish a favorable atmosphere for fully utilizing digital technologies by tackling these organizational changes.

    There are four main results that the digitalization of HR can accomplish in organizations:

    01.Use data to engage individuals with your company plan and assist executives in understanding talent-related information so they can quickly make important decisions.

    02.Unlock the potential of your staff with integrated technology that allows for skills-based personnel management, development, and deployment.

    03.Use automation, artificial intelligence, and chatbots to improve employee experience by giving HR procedures, policies, and systems a clear, real-time user interface.

    04.Increase compliance levels for data protection and management of personal information as much as you can by automating and streamlining procedures.

    Reference :
    HR Path. (n.d.). Digitization of Human Resources. [online] Available at: https://hr-path.com/en/blog/digitisation-of-human-resources/2020/08/20/.

    ‌

    ReplyDelete

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