Transforming HR Through Technology

As the years go by, Human Resources is developing into an increasingly technology-based profession. Many HR professionals rely on technology to give them the necessary data, analytics and security. According to Deloitte’s 2017 Human Capital Trends report, “It’s about HR teams taking up the dual challenge of transforming HR operations on the one hand, and transforming the workforce and the way work is done on the other.” In short, the transformation of HR through technology does not simply affect the HR department of each organisation. Rather, this transformation has, and will impact workplaces as a whole. Technology has greatly transformed HR tasks and the way they work. Above all, they have transformed work environments and cultures. In simple terms, HR digital transformation refers to the operational processes of human resources becoming increasingly automated and technology-driven. Read on more to find out about the hows and whys of HR transformation through technology. 

 

Why Has HR Been Transforming?

Simply put, recent advancements in technology have meant that the HR industry has had to keep up with these changes. This includes asking how technology can be capitalised on to ease up manual, outdated HR tasks. Transformation requires there to be a purpose, a direction and a benefit. In the case of digital HR transformation, it goes beyond simply keeping up with the changing times. Rather, the digital transformation of HR has proven to lighten up the workload for HR professionals. Many mundane tasks can now be automated and data can be extracted with just the press of a few buttons.  The digitalisation of HR has boosted the ease of productivity, efficiency and decision-making among organisations. Transformations made within an organisation should always benefit said organisation, and that is what the digital transformation of HR has been doing. 

 

Considerations to Make:

 

What’s Lacking? 

It is important to first consider what is lacking when it comes to the HR processes within the organisation. Are certain processes taking up more time than necessary? Do certain tasks lack accuracy? Having a frank discussion about what has room for improvement is necessary in order to take the first steps towards digital transformation. The focus should be on reducing the time taken to complete tasks, while simultaneously boosting productivity as much as possible. Knowing what is lacking and what needs improvement will ultimately help one make solid, informed decisions regarding the digitisation of HR processes within the organisation.

 

Keep It Simple

The digitisation of the workplace may sound like a complicated task. However, it doesn’t have to be this way. Look at the areas of your HR processes which could use some improvement, and focus on those areas first. As compared to a complete transformation overnight, this will not only help employees ease into changes, it also reduces any confusion or disorientation that can occur when changes occur too quickly. 

 

Measure the Results

The digital transformation of the workplace means nothing if there are no results. As such, after implementing initial changes, it is important to measure results as compared to before the digital changes. This gives an organisation a good sense of what works and what doesn’t, and what could potentially be implemented in the future. 

 

In Conclusion

The digital transformation of HR functions is one that is inevitable, and it is best for organisations to get on board as soon as possible. Adapting and growing with the changes that the HR industry has undergone is important for organisations to keep their employees satisfied, and to improve on productivity and efficiency levels.

 

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