Why Digital HR Transformation Is The Key To Competitive Advantage In A Rapidly Changing VUCA World
The Digital HR Transformation is here and moving at a rapid pace. Organizations are looking for effective and productive ways to meet the ever-changing business needs of the 3 A’s -Agility, Access, and Accuracy. Consequently, leading organizations have begun to create entirely new workplaces that we now call the digital workplace revolution. The digital revolution is changing the way we think and approach our day-to-day work.
This trend is becoming more apparent as HR leaders are urged to take on a larger role in driving the organization to “be digital, not just do digital.” The traditional style of working would not work in present times as we are operating in the VUCA world (Volatile, uncertain, complex, and Ambiguous).
The transition to Digital HR is based upon a journey of technology and decades of effort. HR initially focused on personnel operations, automating transactions, and maintaining an employee system of record in the 1960s and 1970s. HR was restructured as a “service organization” in the 1980s, with centers of expertise taking over core talent initiatives, service centers handling individual requirements, and HR business partners started to get embedded in the business. HR was restructured once more around integrated talent management in the 1990s and early 2000s, often accompanied by the adoption of new systems for recruiting, performance management, and more.
How Digital HR Transformation is the key to competitive advantage for Businesses?
Digital HR Transformation means much more than simply adopting an HCM system — while that certainly plays a role. But you’ll need to go beyond the core software platform to see how technology can help you improve employee onboarding, employee engagement, and employee training. Here are the 7 benefits of Transforming HR:
Improve Employee Experience:
The ability to develop a personalized, engaging experience that meets employees’ needs and enhances their careers is what defines employee experience. But at the same time, we know that the line between professional and personal lives has blurred for millennials. Yes, they check their social media accounts during office hours, but they also check their work emails on the weekend. They expect to be treated as consumers, and they expect their employer to give them the same user experience when it comes to the digital workplace.
Future Workforce: It is imperative that new approaches are adopted or redesigned to build a new workforce that is future-ready. A workforce that narrows the gap between skills and talent, and the changing demographics to meet the demands of the digital era. Developing talent and encouraging a culture of adaptation is the key driving force for a company to achieve its vision and goals. The HR function should develop and localize talent, spot areas of opportunity, and determine their fit to the business capability. A clear digital HR strategy can help.
Data and Analytics: Digital HR can be used to measure areas like pre-selection, training, and employee engagement, as organizations begin to see the value that data analytics can bring to the business. HR Data Analytics can greatly benefit from learning how to interpret this data. Providing HR with access to predictive analytics tools can help improve HR processes and ensure a better employee experience through deeper insights.
Leave Management: Digital HR tools can help organizations track all relevant information and manage to leave requests, monitor remaining leaves, and automate the complex process of time/leave management.
Information Management: Digital HR makes it easier to access all your employees’ essential information while simplifying decision-making as all data is immediately available and current. Just as employees want to be able to manage their professional email and workload when and how they want, they want to manage their HR data when and how they want.
At the other end of the organization, access to confidential information can be restricted for employees, ensuring that the right information is available to the right people at the right time.
Manage Workforce: Employers must manage their workforce, including part-time, full-time, and extended employees, as it has an impact on business outcomes, work experience, and organizational culture. Digital HR transmission ensures complete visibility, workforce management, and full control over all critical processes. HR Transformation can help businesses respond quickly to a rapidly changing business environment, while simultaneously ensuring agility and efficiency.
Employee Development: Digital HR can help with training and learning activities, facilitating employee development from training courses to performance evaluation. Regular appraisals boost employee morale and incentives boost them to maintain high standards of work. The software keeps track of the discussions, the feedback, and the goals or objectives agreed upon.
Transforming HR: BaseLinked can HELP!
As more organizations begin to move away from manual processes and tools, HR digital transformation continues to evolve year after year offering a competitive advantage to the challenges of VUCA. This year COVID-19 was the change catalyst for many organizations, as they looked to implement digital workplace solutions. The future of HR tech is bright, and as the number of tools continues to grow, evolve, and become more popular, not only are businesses looking to streamline their organization and processes, but they are also likely to see an influx of remote workers and who must leverage digital solutions as part of their daily work.
As your Digital HR Business Partner, BaseLinked offers support and consulting for Workday and Ceridian with a flexible engagement structure to fit your budget and meet your needs.
