HR & Digital Transformation

digital transformation hr

Digital transformation is now a reality. The technology that allows that the economic, political, social and cultural world is digitalized is a reality, and it is here to stay. In years to come, this new way of doing and understanding business will evolve, what supposes changes in the way in which the market works.

Approaching to a business transformation involves a careful thought in its own principles. It is necessary to visualize its future, attending to its evolution in the world and defining its aims, to establish the right transformation strategy for the future.

Nowadays, we live in a connected society which forces companies to transform people, business and processes. This is an impact which affect all areas and which leads to a need for changing culture and for creating new strategies with employees and candidates as a key talent for the company. We can say that digital transformation is rather a cultural change than a technological one. Therefore, the Human Resource field must be a leader in organizational digital transformation.

The role of Human Resources in digitalization is key, as it will be the responsible area for communication and worker’s selection who will need to adapt to the new ways of working. It has also to be aligning to company’s goals and the most useful area in the digitalization process.

To achieve success in this process, it is necessary make the most of the existing abilities in the organization. We need to understand that an interdepartmental coordination is not necessary, but multidisciplinary and transversal teams with a clear objective. It is only working in a coordinate way when they we achieve the goals set. Flexibility, agility, collaboration and objective-based work, are key ingredients for a good organizational performance nowadays.

This is the reason way the HR area must have a lead role in this digital transformation, by adapting business, processes and people to these new challenges and opportunities. There already are companies creating strategies:

  • Using employees as a key and central part of the process, creating employee engagement and analyzing compromise and adapted strategies for digitalized workers.
  • Creating “digital ambassador” programs, which design and boost the strategic actions development.
  • Performing “intern process digitalization” and workload applying digital apps to optimize costs.
  • Using “Gamification” as an improvement in adopting objectives, challenges and performance, and allowing a better compromise in workers.

These strategies and many others are part of this challenge, aimed to reach a flexibility in companies where the digital environment is needed:

  • New ways of working.
  • Non-hierarchical models.
  • New work centers.
  • New ways of approaching to employees.
  • New ways to measure success (including mistakes as a part of success)
  • New retribution models.

Retaining talent will be a matter of business survival, and a essential part to organizational transformation. And it is important to take into account employee’s demands to assure continuity

  • Having a flexible work environment.
  • Possibility of a customizable job.
  • Sharing information.
  • Using new ways of communicating and collaborating.
  • Being able to be leaders.
  • A shift among the importance of knowledge to the importance of learning.
  • A will of learn and teach.

We do not know what the future will be like, but we do know that new technologies are changing HR concept as the digital aspects will have an increasingly important role. So only companies which practice customer centricity and employee centricity to get them involved and give them power in digital transformation will be able to be competitive in this new digital environments.

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