The 6 Stages of a Successful HR Digital Transformation in the Human Resources
Many HR professionals are fascinated by the topic of HR digital transformation. And for a good reason—digital technology can potentially thoroughly alter how HR is practised today. However, talking about digital HR transformation is one thing; implementing it is quite another! In this post, we delve into further detail on the phenomena of HR digital transformation, including what it is, why it is required, and how to approach it.
HR digital transformation: What is it?
HR digital transformation is known as changing operational HR procedures to make them automated and data-driven.
It’s about HR teams taking on the twin task of modernising HR processes on the one hand and the workforce and how work is done on the other, according to a Deloitte’s 2017 Human Capital Trends report.
Therefore, HR digital transformation is not only about HR but also organisational change. At the very least, it ought for it to succeed.
Why HR Transformation Is Important
Priorities come first. Generally, every HR change, whether digital or not, needs to have a specific goal in mind. In addition, it must make financial sense.
Companies still appear to succumb to peer pressure all too frequently; since all of their rivals “go digital,” they feel that they must follow. However, digitising HR procedures only for doing so is never wise. It results in adopting (expensive) technology that falls short of the company’s requirements. This completely defeats the goal of a metamorphosis.
What are the six steps to transforming HR, and what are the stages of HR
Okay, let’s move on to the more severe portion. Allowing’s start with the different phases of a digital HR transformation. Because an organisation doesn’t suddenly become entirely digital after being only somewhat digital, these adjustments, which are essentially actual transformations, require time.
Solis identifies six stages of digital transformation in his research for Altimeter:
- Things are continuing as standard – This one is relatively self-explanatory.
- Present and active – Various experiments are driving digital literacy & creativity within the organisation.
- Formalized – This is how it becomes essential for business. Unfortunately, this is not always the case. Leadership should not promote it if it is not pertinent to the company.
- Strategic – People understand the value of teamwork. They produce new strategic roadmaps through their combined efforts and ideas.
- Converged – At this point, a specialised team for digital transformation is established to direct the business strategy and operations.
- Innovative and adaptable – A new ecosystem is being built, and digital transformation has replaced “business as usual.”
By the time we reach the sixth and final stage of a digital transformation, the organisation’s thinking—or the mindset of individuals within it—has entirely changed.
How do you enquire? I’ll explain.
You may argue that it has evolved into a digital mindset. But this calls for more than just accepting diverse digital platforms and technologies. It implies that they are conscious of and accepting the reality that change is a constant in our twenty-first-century environment and that a firm must continually adapt to prosper.
How to begin the digital transformation of Human Resources
While all of this makes sense, starting the HR digital transformation process may be somewhat intimidating. So, the following elements are necessary for a strong beginning:
- Establish a specific objective.
- Get everyone on board.
- Don’t make things too complicated.
- Sort ideas by priority.
- Examine performance.
- Culture is significant.
Let’s examine each one in turn.
- Set a precise objective.
Again, set a specific objective that makes sense from a business standpoint before embarking on a significant transformative HR journey. This objective will often be to address a problem that affects employees.
Because of this, the employee as an end user should always be the main focus of any HR transformation project. It’s also why you should let your staff try out any new technology before implementing it.
- Obtain general agreement.
This refers to all parties involved, including staff members, executives, and everyone. Therefore, you need all the help you can get from everyone to make a digital HR transformation successful since it will impact the entire business.
- Don’t make things too complicated.
Always get going slowly and simply. Consider the HR procedures that may benefit from a digital upgrade (preselection & recruitment, onboarding, learning and development, payroll management and so on). Have a discussion about this with your staff and the C-suite. What do they believe should be a priority?
- Sort ideas by priority
There will surely be a ton of ideas generated as a result. Please put them in order of importance and effort. The first refers to the effects that digitalising ideas would have on businesses. In contrast, the second refers to the time and resources needed to make such statements digital in the first place.
Start with the concepts that will have a significant impact with little work. They’ll get you started quickly and assist you in developing the business case for digital HR.
- Evaluate work results
It’s nice to experiment with and use digital technology, but it doesn’t make much commercial sense if we don’t consider the outcomes. As a result, we must seriously evaluate what works and what doesn’t.
After all, solving real issues with technological solutions that do so is the only way for humanity to develop.
- Culture is significant.
For an HR change, digital technology is insufficient on its own. Even if an entire business underwent a digital revolution, it has to do with everyone’s attitude just as much, if not more. And the culture of your business is directly related to that.
A digital mentality, in the entire meaning of the word, is crucial for a successful transition from the new employees you hire to the C-level.
As a last thought
Not to end on a depressing tone, but an HR digital transformation is necessary whether you like it. HR and employers can’t fall behind in a rapidly becoming digital world where consumers and workers alike don’t know better than for almost everything in their lives to be digital.
Timken Company migrated its HR operations to a cloud-based HR system to support numerous procedures. For example, consider hiring, paying the bills, and succession planning, among other things.
Consequently, the organisation had shorter turnaround times for operational reports, more straightforward access to business analytics, and increased employee satisfaction and engagement. Not a terrible result for digital HR transformation, do you think?
What does “HR digital transformation” entail?
HR digital transformation is known as changing operational HR procedures to make them automated and data-driven. This transformation must engage all of the organisations for it to be successful.
What conditions must be met for a digital HR transformation to be successful?
The success of your digital transformation activities depends on several factors, including having a precise aim, support from all stakeholders, and measuring the results.
How can I begin the digital transformation of HR?
Establishing a precise aim, gaining everyone’s support, keeping things simple, prioritising ideas, evaluating performance, and cultivating the correct culture are essential to ensure a good start.
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