Taking a Look at Digital HR
Salesforce defines the term digital transformation as the process of using digital technologies to create new — or modify existing — business processes, culture, and customer experiences to meet changing business and market requirements. This reimagining of business in the digital age is digital transformation; and the realm of HR is not exempt from being affected by this digital progression. In fact, the digital world of HR is a major theme for dozens of HR conferences and new applications and tools.
Digital HR has been identified as the top trend by Deloitte 2017 Global Human Capital Trends report, and as a result, organizations are concentrating on developing digital workplaces. According to the Deloitte report, 56 percent of businesses are redesigning their HR programs to leverage digital and mobile tools, 33 percent of HR teams use Artificial Intelligence (AI) tools to deliver HR solutions and 41 percent are actively building mobile apps to deliver HR services.
Many companies are beginning to incorporate AI into their HR processes to reduce time-consuming administrative tasks, as it seems automated HR processes benefit the HR department to handle the humongous volume of data with ease, few errors, and faster implementation enabling time-saving.
Dr. Shameem S, Assistant Professor, Human Resource Management and Organizational Behavior, Great Lakes Institute of Management, Chennai, argues that digital and social media have positively changed the HR department in the workplace.
“They have transformed how organizations recruit, train, pay and retain employees. For instance, managers use LinkedIn to identify active and passive job seekers. This digital recruiting trend has seen a tremendous rise in recent years. Companies are using many other social media sites other than LinkedIn, like Facebook and Twitter to hire the right talent. The company connected globally use video-based interviews instead of face to face interviews. Video-based interviews offer many benefits in the hiring process by increasing connectivity and saving time,” she adds.
Dave Ulrich, contributing writer for the HR Exchange Network, answers the question of: to what extent do we use technology to streamline administrative HR work? when he writes,
“Large global firms like Oracle (with PeopleSoft), SAP (with Success Factors and Qualtrics), and Workday (with Workday Human Capital Management) offer technology platform services, engineered systems, and software applications for business and HR solutions. These firms often build the technological backbone for automated shared services where administrative work is done faster, cheaper, and easier. In addition, emerging robots extend this efficiency agenda by doing HR administrative work.”
Dr. Shameem S explains that shifting from traditional to digital HR demands companies to invest in cloud-based software solutions and tools to automate the end to end talent management processes starting from recruitment to retention of employees. With cloud-based HR software tools, all the information to be stored and retrieved from online, as well as information can be archived in a secure location.
Even as digital HR enables efficiency, innovation, and information, the emerging impact of digital HR will enhance connection. HR technology helps employees attach to each other in order to feel a sense of belonging through personal relationships. As such, technology is about connections not contacts. These personal connections may be problem-solving networks where people work on common business problems with others from around the world, social networks where people share their daily lives, or meaning networks where people connect with others who share their values, Ulrich explains.
“Being connected overcomes loneliness and underlies employee experience. Connection defines employee experience by drawing on attachment theory. Attachment theory essentially states that when someone has strong emotional attachment, personal well-being increases, which in turn increases personal productivity and overall organizational performance.” he adds.
We encourage you to read the full article from David Ulrich here, for more information regarding digital HR and what’s next.
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