1. Transforming HR Through Digital Innovation
Business processes keep embracing digital transformation through social, mobile, analytics and cloud technology, which makes HR automation increasingly popular.
Are human resources organisations far behind?
The C-level leaders are ready to alter their talent strategies by letting HR leaders guide their way. However, this effort would be successful if HR practitioners could present how their talent management programs can transfer into measurable business outcomes.
HR needs to become digital to attract, retain, and engage talent in a digital landscape. There are many areas of HR that they need to introduce digitisation:
3. Enhancing Talent Acquisition through Social and Mobile Integration
To become digital, HR functions need to be simple in the above areas. One such example is mobility.
The next generation of the workforce prefers to use mobile devices and live on social networks frequently. This means companies need to focus their talent acquisition efforts on all social channels to attract young talent.
To elaborate further, companies that use social channels to define and enhance their corporate brand have a greater chance of being more visible among the next generation of the workforce.
Similar to any social network, corporate processes should also be as sophisticated and simple as apps. This means that recruitment, onboarding, performance assessments, feedback, and engagement with other HR functions should be enabled for employees via apps.
Designing a simplified HR experience like how we use a social channel is the ultimate goal of HR organisations.
Besides using Digital HR to hire talent, HR may use technology to retain them. Employee Engagement is a definite result that HR could achieve by mindfully digitising the HR experience.
3. Fostering a Data-Driven HR Culture
HR needs to introduce pulse surveys, continuous feedback-driven performance appraisals and other ways for employees to share their ideas and suggestions.
Digital HR platforms and their mobile apps certainly enable these functionalities, encouraging HR to bring employees closer to the organisation and keep them in line with the organisation’s mission.
It is paramount to introduce a data-driven culture to organisations. Thanks to Digital HR, HR departments can conveniently accomplish this.
Accurate and instant HR insights on employees’ overtime, attendance and leave behaviour, performance, learning and even analytics on recruitment will help the business leadership to optimise people’s decisions based on data.
Ultimately, these developments indicate that Digital HR will work with employees and business leaders in the same way that organisations work with their clients to gather insights about them, analyse trends, and respond to them wisely and timely.
The goal, then, is that organisations will reward, not only with a consistent bottom line but also with productive employees.
