The era of true digital disruption has finally hit HR and it is transforming the way HR delivers solutions to employees. The path and vision for digital HR transformation has been topic of discussion for a few years now and businesses have worked diligently on defining a strategy. But now the focus shifts to execution and realising the benefits to your business.
A study titled ‘Beyond the Hype’ byAcquia, finds that at a strategic level, digital is in fact given the prominence it deserves. More than 80 per cent of respondents claim digital is integral to their organisations’ operations and performance. Some 83 per cent believe their strategy is fit for purpose and 81 per cent have made digital part of the overall business strategy.
However, while there is a high degree of confidence at the strategic level, this confidence is not mirrored when it comes to execution. The research finds that, once the strategy enters the real world, there are numerous barriers to delivering on the ambition – and this is blocking success.
#1 Embrace design thinking: Social, mobile, analytics, and cloud tools are only useful if employees adopt them. HR must begin with employee needs and the user experience. Incorporating design thinking throughout the process will help companies maximize the impact of new digital technologies.
#2 Take an agile approach to integrating HR, technology, employees, and leadership in the process. To complement digital HR strategy there is an need to use agile development—rapid development by integrated teams delivering prototypes and solutions in successive releases and waves. Agile development requires HR specialists, designers, employees, and business leaders to work together as a team.
#3 Share digital strategies and experiences across the company: There is an opportunity to learn from early digital adopters in the company, generally marketing and operations teams. A community of practice can share digital experiences and implementation learning across the company. HR can learn from the digital savvy across the company and, in turn, help develop the enterprise’s digital mind-set and capabilities.
#4 Measure employee experience in real time: One of the biggest changes in moving to a digital HR strategy is the focus on real-time access, decision-making, and results. Digital HR is also a call to automate many areas of HR. With every employee having a smartphone, HR teams can automate, streamline, and adopt more real-time and digital-first operations rather than process forms and transactions.
#5 Integrate analytics and reporting as part of the digital platform, not an add-on: HR management information should be an automated part of the HR digital platform. It should provide managers with real-time information and leaders with real-time analysis, decreasing the time spent on reports and increasing the time HR and business leaders spend on analysing data and solving problems.
Over the last five years TalenTeam have been helping organisations bridge the gap between their digital HR strategy and execution to create a workforce that is engaged and connected. We do this by combining our digital experience with HR analytics, employee experience metrics, agile implementation, and support and training.
At SuccessConnect this year, the focus will be on execution and on harnessing the benefits of digital transformation for business. We are proud to be Silver sponsors of the event and excited about supporting you in your HR digital strategy transformation journey.