The rate and scope of digital transformation in HR departments is both accelerating and broadening. In addition to improving human resources processes through automation, modern HR departments are largely responsible for driving digital transformation at the organizational level. Not only that, they also must do it in a way that is simple, relevant, and appealing to an increasingly complex range of stakeholders.What does digital transformation mean for today’s organizations, and how they can start? What are common HR digital transformation examples?
HR Digital transformation
Digital transformation is a methodology that organizations use to implement automation into their business processes. For HR departments, historically this meant focusing on process design and scalability to achieve uniformity in HR practices. Contemporary HR departments, however, are tasked with a broader range of responsibilities. In addition to optimizing their department’s business processes, HR also needs to focus on optimizing employee productivity, teamwork, and facilitating professional growth.These new HR demands are described in a2017 report by Deloitte Insights. According to the report, HR’s focus has shifted towards “building the organization of the future,” causing them to hire “young, digitally savvy workers,” to produce an “integrated, digital experience at work – one designed around teams, productivity, and empowerment – and HR is expected to deliver it.” In other words, HR is no longer just about HR, it encompasses organizational processes as a whole.The increasingly important role of digital transformation in HR is something that business leaders and chief HR officers are well aware of. According to aGartner report, some 88% of chief HR officers reported that they need to invest in at least three technologies over the next 2 years. While 2 out of 3 business leaders went as far as to say that if they did not implement digitization their organizations will no longer be competitive. So, the need for digital transformation is clear but how does HR go about implementing it?
