Human resources departments have had to move with the times, and that usually means embracing digital transformation. Unfortunately, since most of the processes in HR have been unchanged for a long time, this transformation usually means a switch in how the department does things. HR managers and staff alike now need to approach things less tangibly and think in terms of remote connections and engagement.
Getting to grips with a change of this magnitude means knowing the most critical aspects that affect the department. Here, 14 experts from Forbes Human Resources Council look at what these vital aspects are and explain why leaders in HR ought to be aware of them.
Members share their insights on HR's digital transformation and what leaders need to know.
Photos courtesy of the individual members.1. Increased Overall Efficiencies
Employers should embrace intelligent technology, like artificial intelligence and machine learning, to enhance their workforce and increase overall efficiencies. Innovations like on-demand pay, which provides increased flexibility for employees, reveal an empathetic side to an otherwise transactional function and demonstrate to employees their financial wellness is a top priority. - Susan Tohyama, Ceridian
2. Enhancing Remote Work
Digital transformation is an amazing way of updating your business to accommodate your needs. Companies are now working remotely and with digital updating, it makes it a necessity. Every company has its struggles with getting to this point, as I am going through this process now; but once it's complete, it will work so much more efficiently. I have personally performed this process in the past. - Melissa Bolton, Perlon Hahl Inc.
3. A Focus On Consumer-Grade EX
The consumer-grade employee experience (EX) is revolutionizing workplaces. With the inward focus on employees and the big shift to remote work due to the pandemic, digital transformations in HR are a necessity but need to happen with caution. “Dirty” data, if used in boosting EX, leads to “tech-lash,” which must be avoided if we are to lead with algorithms in the workplace of the future. - Jay Polaki, HR Geckos
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4. Executing On Goals In People-Oriented Ways
The digital transformation in HR offers opportunities to be a business partner and execute on goals in people-oriented ways. The challenge becomes empowering for end users to leverage the data in meaningful ways to make real business decisions. Building data literacy and approaching digital with integrity will continue to be differentiators for leaders to capitalize on this transformation. - Jessica Delorenzo, Kimball Electronics Inc
5. Changes Across The Entire Organization
It's important to understand HR digital transformation is not just about changes in HR, but the organization as a whole. The goal is to maximize the employee experience. As HR and business leaders work together to define clear goals of transformation, you must always ask, “Does this benefit the employee (end-user)?” and “Have we identified the right resources to implement the changes?” - Sarika Lamont , E3/Sentinel
6. Increased Hyper-Personalization
Digital transformation will increase the hyper-personalization for workplaces to match the needs of employees based on their life situation. It will also enable organizations to create targeted, customized employee experiences, as well as transform how organizations engage with employees, retain talent and elevate career advancement. - Srikanth Karra, Mphasis.com
7. More Meaningful Engagement
Leveraging the tech allows HR to engage with their constituents — employees — in more meaningful ways. Technology liberates HR leaders to reduce manual activities that sap their time and value to focus on more impactful employee dialogues. For their part, employees can use the tech to be more productive — electing their own benefits, requesting time off, among other things, faster and easier. - Rachel Lyubovitzky, EverythingBenefits
8. Improved Reporting And Analytics
Digital transformation in HR puts people's insights in the hands of those who can quickly act upon the information. One example is reporting and analytics. When managers have easy-to-consume attrition analysis, they can explore hot spots, view trends and conduct what-if analysis to aid problem-solving. One caution: the HR team needs a data guru to own data governance and analytic requests. - Karen Crone, Paycor, Inc.
9. An Overload of Options
There are a plethora of choices in the digital space. A growing concern is that each platform wants to offer every component. The easiest way to satisfy this goal is to acquire another company and bolt on their offering. While it all looks perfect on paper, consumers of these systems will find a host of problems, from connectivity to poor UX to disparate functionality. - Sherrie Suski, Tricon American Homes
10. More Efficient Hiring Process
Automation can help the hiring process move more efficiently, but hiring managers should keep in mind that cutting out the human review as part of your recruitment process removes potential candidates who could bring increased value to your organization with a wider range of skills, leaving only those who are matched through algorithms and who offer only the limited qualifications the system detects. - Laura Spawn, Virtual Vocations, Inc.
11. Helping Find Tech Talent With People Skills
Hiring HR people to be IT people has to stop. Digital transformation happens too quickly. HR executives should be building relationships with technology and computer science programs so they can identify the tech talent with people skills for their HR technology function. Human Resources functions must now have a technology team to be able to provide the modern tools that workforces need. - David Alsop, Ultradent Products, Inc.
12. Making HR Work Quantifiable
One of the biggest digital transformations is around making HR work quantifiable. This data can provide valuable insight into your HR work, your employees' strengths and the impact of your programs in support of the organization's strategy. But it's just numbers if you don't take the time to share the story behind what the numbers mean, where you have come from and where you're going next. - Jessica Adams, Brad's Deals
13. New Channels For Communication
Technology has finally disrupted the employee and culture space at work, leading to the digital transformation of HR! This is great news and means there are new channels for communication — however, be sure that you still have face-to-face conversations and put a focus on interpersonal relationships. Surveys, data and qualitative input are all valuable, but not at the expense of human connection. - Polina Wilson, Unruly ®
14. Creating More Room For Relationships
I think many have the (mistaken) hope that technology will make things easier. But if you're seeking ease, you're seeking the wrong thing. Technology is great, so long as it creates more time and/or space for relationships, rather than replacing them. People need to be in relationships with other people. It's how we're built. Technology that enables relationships? Fabulous. Any other kind? Hard no. - Elizabeth Roberts, eGenesis, Inc.
