Imperative HR digital transformation
Blog: NASSCOM Official Blog
In today’s time organizations nowadays are not left with the option of digitalizing all its functions but it has become a mandate. This mandate has also engulfed the HR function brining the need to transform HR functions and making it digitalized. Digital HR can be understood as process optimization with the use of SMAC( social. mobile, analytics, and cloud) technologies. Undertaken to make HR more efficient, effective, and connected.
Mobile HR and talent management applications have largely permeated certain areas such as employee recruitment and employee relation. The digital workforce now comprises a multi-generational, digitally, and socially connected. HR digitalization is not a simple process but needs clear and specific steps to make this transformation successful.
Thus, each organization considering the HR digital transformation should address the following 5 steps:-
1:- creating awareness
This is the stage where HR needs to create awareness within the key stakeholders of the organization to convey the need for change. HR needs to create a sense of urgency so that leaders and other stakeholes understand why this change is needed. For this HR needs to call in the healthy discussion
At this stage, HR needs to assess the current technology being used in the HR department. They need to evaluate how technology supports the business needs of the organization. They can do so by interacting and finding answers from the employees using HR technology or can hire external experts to benchmark present business needs with HR technology.
Stage 2:- roadmap to Transformation
In this stage, HR needs to find out particular business issues prevailing the organization (eg:- high attrition rate or less employee engagement ). After this, there comes the need to build a roadmap of HR technology to be used. This stage will include reporting and analytics of the HR process- technology, data management, service delivery models, and cooperation. This stage also calls for attracting people with digital capabilities like HRIT specialist, HR analyst, Technical consultant.
Stage 3:- experimentation
This stage is about experimentation with gaining access to resources. Leaders have to be convinced to get the resources they need to reshape the HR models for the desired current business needs. For this, HR needs to be specific on what the need and the reason ’why’.
In this stage, HR needs to work on replacement or addition of technologies according to the new business needs. They need to be specific about these requirements and should choose an expert implementation partner. Training of specific teams should also start in this stage, to get them familiar with the technology
Stage 4:- collaboration
HR Department alone can not bring such transformation thus they need to take the IT department into the picture and should work near them. After the implementation of specific strategies, There is a need to follow-up to let other stakeholders know what is the progress, it can be done by regular reports and ppt presentations. After the third stage, HR also needs to find the gap in the new changes made, and plan to fix them as well.
Stage 5:- evaluation and innovation
Here, it is important to integrate all the stakeholders and departments. To achieve success in this stage, an app can be developed which can act as a platform for all the department to see the progress of the transformation and exchange suggestions and improvements. For this HR can also use ONA(organization network system or can use Pulse survey to gather the information on the change’s effectiveness. Hr can also use the success of this digital transformation as employer branding by presenting it to a potential candidate for the organization.
Some stages may overlap as this is not the case of the watertight compartment, But one thing the organization needs to keep in mind at each stage is transparency between all stakeholders.
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