Posted on 13th May, 2020
One of the most trending terms in the HR fraternity, boosted especially by the constraint of the Covid-19 times, Digital HR, facilitated by the tech boom in the recent years is not simply a fancy term coined for HR in the 21st century.
Rather, Digital HR, refers to a tectonic shift away from traditional HR, with HR going digital facilitating a process optimization through which HR is made more efficient, effective, and connected, by leveraging social, mobile, analytics and cloud technologies.
While the use of new technology is an essential component of the transition from traditional to digital HR, it is also essential to align company culture, structure, talent, and process to sustain a measurable impact on a continuously transforming organization, as well as to balance innovation and efficiency.
According to Dave Ulrich, the four phases which encompass an organization's transformative journey from traditional to Digital HR, include:
In this phase, organizations invest in and/or build technology platforms which can efficiently manage HR processes. Using existing HR technology providers, is a popular option for achieving HR efficiency.
Technology is used to upgrade practices in people, performance management, communication, and work, in this phase of transforming to digital HR.
Emphasis on Data and Information
One of the key requirements of making an impact with HR is being able to show that impact. This is where data comes in.
In this phase of the journey to digital HR, information is shared, to create business impact. Data is made accessible, available internal data is combined with sourced external data, and, people analytics is leveraged, to achieve business-relevant insights.
Creating Connection and Connected Experiences
In the final phase, digital HR is leveraged to create a nexus between people. Existing social networks are leveraged, new experiences between people are created, and, technology is used to enable a stronger feeling of belonging and connectedness.
As digitization has transformed lives over the years, revamping our daily activities in small, often not immediately noticeable ways, yet leaving us with a massively impacted new routine; HR too sees the influx of digital enables HR too to carry out routine tasks, in a new, more efficient and impactful manner!
Among other things, the advent of Digital HR in an organization, brings about opportunities to: