Your HR Transformation Strategy: 5 Steps to Going Digital

| Ashley Robinson
AI Digital Transformation
5 Strategies for HR-led digital transformation

There’s no denying the future of work will be increasingly digital. HR digital transformation is a top priority for nearly all corporate leaders. In fact, 67 percent of executives agree their company must become significantly more digitalized by 2020 in order to remain competitive. However, technology alone won’t drive digital transformation – strategy will.

Enterprise-level digital transformation requires a shift in workplace behavior and culture meaning HR decisions are critical. With the HR function historically overburdened with complicated legacy processes and highly manual tasks, taking the lead on digital transformation and innovation within the workplace provides a monumental opportunity to reinvent the function and support the enterprise strategy as a whole. Here are five key areas to getting started on your digital journey:

Proactive communication: From employees to the C-suite, and everyone in-between, the vision needs to be articulated early on. Explain to employees how new technology will influence their roles, and share the larger business impact with enterprise leadership. The success of your organization’s digital transformation is predicated on the willingness of your team to adapt. Your change management strategy should include creating a culture conducive to digital evolution.

Process automation: This is the foundation, and a typical starting point, for digital transformation. Improve on the fundamentals by automating and standardizing repetitive processes from recruiting to employee onboarding to performance management. Keeping these operations manual drains HR productivity, and consequently slows the business down as a whole. Digitalization enables team to refocus and optimize other areas of improvement within the organization.

Unified data framework: As we shift towards the adoption of increased and more advanced technology, flexible solutions are a must in order to develop a modern integration architecture. A seamlessly integrated ecosystem of tools and technologies will create a unified data framework across the organization. This allows teams to transition from sifting through data to discovering new actionable insights and mapping analytics to business outcomes. Also, having an understanding of your specific technology integration needs will help prevent haphazard adoption.

Upskill employees: Digital transformation requires digital technology expertise. One must be informed on how the technology operates in order to leverage its full potential. Educating and training your employees will maximize the value derived from new technologies, while contributing to your employee retention strategy by investing in your employee’s growth. Continuous learning has become the new norm as workforce technology rapidly evolves.

Cross-functional involvement: Executives expect HR leaders to drive digital progression holistically across the business. Collaborating with stakeholders outside of the HR function is crucial to ensure no silos exist. Some organizations have even created digital transformation teams comprised of internal subject matter experts who can speak to the impact of new technology, such as artificial intelligence and natural language processing, on various business areas. Regardless of the organizational structure, going digital should be top of mind for everyone to maximize the value and make the best choices for your workforce.

Enterprises that are failing to adopt and take advantage of digital innovations will be left behind as changes in technology and the future of work accelerate. HR should operate as a true strategic partner to the business and help propel the organization forward. Ideally, HR can embody the role of being innovators, drivers of business, collaborators and change agents to deliver greater value in a tech-enabled way.

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