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How is digital drive changing HR practice?

31 Dec, 2019 / MVS Mani

A digital transformation is not only about automation.  It is an enhanced experience of engaging in any activity, making it real time and user friendly. It reduces resources like time, storage, paper and more and also provides easy mobility.

Digital is one area that has transformed all types of work and everything is being digitalised now. So what is digital drive in HR? Well, an HR transformation means changing HR processes to become more automated and data-driven. The future of HR has arrived, and it is now. HR thus needs to be a function that takes the lead in understanding what makes people engaged, what cultures drive the most productive workplaces and what equations enable a true merging of human capability with technology.

HR Practice and Digitals

It cannot be denied that today, HR is equally involved in planning and strategizing in a company. Going digital is no longer an option. One has to do it. The choice is how best to utilize technology because the faster you digitalize, the better are your chances of success.

With the successful adoption of digital, the management can shift their focus from mundane activities and focus on ways to create more business efficiency, enhance performance and competitiveness. HR leaders are in the unique position of leading the future of work, stop working behind the scenes and pave the way for a new world of work.

Ease of work

Advancements in information technology predictive analytics, artificial intelligence and machine learning in HR processes is enabling professionals to perform traditional practices with much more ease and reduced time span. From talent supply to cost of labour, data management and fraud, blockchain can help this digital HR practice. From exchanging digital assets without the need of a 3rd party, executing smart and even digital recording, blockchain helps in verification, payment and it definitely is the future of work.

There is a flip side to this as well. There are many who are hesitant in using the available technology and this is one area that needs focus. A few decades ago people shied away from using the computer. Today, one cannot work without it. A decade ago, people shied away from a smartphone and today, we cannot live without it. It is only a matter of time before these become the norm.

Hiring

From looking at only the traditional skills, today HR needs to hire people who understand data, design and networks and are quick and open to adapt. There must be an inclusive culture as the employees are bound to be a mix of many generations. In order to create an environment that supports innovation, HR has a crucial role and needs to ensure that learning is constant and that tech integration as well as new practice incorporation is rewarded. HR can organise events like hackathons to generate new ideas.

Business enabler

For any team to succeed, HR support is needed. HR has to be a change agent in order to ensure success of a company by being the enabler of the culture change that it comes with. HR is the prime mover who needs to assess what can be digitised first and examine how the organisation and the employees will benefit from the same. They need to ensure employee engagement through digital tools. Communicating the change, driving it as well as motivating the employees are all part of the role of HR. Apart from the initial communication, the onus of long term implementation, rewarding the users as well as sustainability also lie on HR. The benefits need to be pushed through the medium as well.

Structural changes

With the onset of the digital revolution, there is bound to be changes in the operation as well as roles in organisations. There is bound to be a need to reimagine the existing structures of companies as well as a need to integrate the available data to ensure the best result. Being digital ill make organisations more flat in structure as data will become transparent. HR will be the driving force behind this as it has to do with reporting, roles as well as the organisational structure.

Digital Officers

HR will also need to hire digital officers or even take on the role of Chief Digital Officer to enable a smoother transition of the digital drive. All digital initiatives will be the objectives of the CEO and it is HR that has to drive the change.

Conclusion

No matter what changes, one thing is for sure, organisations will always be on the lookout for talent. HR executives, especially the millennials who are tech savvy look forward and are confident in making the best use of technology, especially when it comes to changing outdated models, employing analytics, using AI and more. There is a need for increase in adoption of the digital from the leaders as there are so many new technologies and it can be overwhelming for many. This is where one can take help.

Do feel free to contact me for more and do write to me about any new practices and also challenges that you may be facing in your company.

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