Digital technology is bringing many benefits to businesses and HR.
Digital technology is pervaded to many industries, delivering convenience to customers. Over 7 billion population in this world uses mobile phones. This means we all use mobile apps on a regular basis for our routine needs such as to find information about travelling destinations, book hotels, spot easiest mode of transportation, and even to access any information/ knowledge through the massive pool of MOOCs (Massive Open Online Courses) offered by e-learning providers.
When digitization is disrupting the routine lives of people, while empowering businesses to reach out to more customers, earn more profits… why is HR lagging in the use of Digitization? It’s important to understand why HR should move out from the traditional lane and look at digitization!
Digitization offers many advantages to HR operations. Companies are introducing DIGITAL into recruitment strategies to increase number of recruitment through digital channels. Today, gamification is used to drive leadership development through integrating gamification elements such as engagement, transparency, design and competition to build leaders.
So this is how digitization and associated trends are revolutionizing the workplace. So what’s holding back HR from using digital to revamp the organization? We have observed three challenges which makes it difficult for HR to digitize their operations;
1. Integration and infrastructure issues- some companies are challenged with the difficulty of integrating latest systems with existing HR software solutions.
2. Additional investments, recurring payments done on cloud/digital HR is often considered non-critical as some business leaders believe HR is only a cost centre and not a profit centre.
3. HR organizations have a perception issue with digital HR systems. Digital HR software solutions hosted on CLOUD concerns the HR leaders with data security and privacy.
Our recommendation to companies with these concerns is to follow the simple steps we would suggest in this post, which would ease the adaption to DIGITAL HR.
First HR needs to understand and articulate the value of digitizing HR to the management to obtain consent. This would lead them to decide on installing/upgrading flexible IT infrastructure which supports integrations. HR together with IT departments should encourage employees to use the HR system with multiple devices which ultimately creates a multi-channel HR experience. These steps would help HR leaders to drive successful DIGITAL HR efforts which gives maximum return.
We’d encourage our readers to discover Digital HR with MiHCM . Reach out to our Digital HR team today!
