Five Key Considerations For HR’s Digital Transformation Success
Attract and retain the next generation of workers
Posted on 01-22-2019, Read Time: - Min
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Today’s technological revolution is driving a major shift in how human resources should operate. Companies are beginning to adopt technology that automates tactical HR tasks, leaving more time for implementing strategic initiatives aimed at attracting the future workforce – a new wave of young, technologically-savvy employees. With this new technology, HR departments are now freed from day-to-day processes. The time and energy previously spent on these now-automated processes can now be dedicated to more strategic initiatives that drive employee retention and new hire rates up.
But this automated technology does not create efficiency on its own. Finding success with automation for HR functions is far more complicated than simply buying compatible or effective solutions. Here are five key considerations that HR departments must take into account when looking to implement streamlined processes via technology.
- Evaluation – A big part of implementing automation in any department – let alone HR – is mapping out how departmental roles stand to change with new technology. Do any current roles become obsolete? Are there any new roles that need to be filled? Evaluating the effects of new technology for your employees is the first step in succeeding in the implementation process.
- Management – Create a new role dedicated to managing the deployment. The person managing the technology needs to understand how and where it adds value. While IT teams have the technical know-how to manage enterprise-wide solutions like Office 365, department-specific technology is a bit more unique and requires more industry background. HR departments should consider hiring a Head of HR Solutions.
- Collaboration – Communicate any departmental shifts (both to structure and technology) clearly and well in advance of each major phase. This gives employees time to ask questions and share feedback on their needs before it’s too late to turn the ship around.
- Approval – C-suite buy-in is vital for success, especially when restructuring an entire department’s personnel and processes. The leadership team sets the tone for organizational change, so without their support, new technology implementations will inherently fail. When pitching the C-level, give them an actionable framework for the implementation that covers the evaluation, management and collaboration aspects of your plan. Be sure to explain the overall benefits.
- Integration – Now that the technology has been approved, HR teams need to figure out how to integrate it into their existing infrastructure. This includes getting on the same page with other regions and, preferably, using tools that are built into a single platform. Solutions like Workday, for example, allow employees to monitor their HR, personal development and performance data – and systems like these are typically available on mobile apps so employees can report their progress remotely.
Companies who consider these components will be well-positioned to clearly map out their deployment timeline and can begin the search for an automated solution that fits their needs. HR departments can focus on cultivating an environment that attracts, motivates and inspires talent. What’s more, this process will not only help your company attract the next generation of workers – but it will help to retain them as well.
Author Bio
| Tom Lokar is Chief Human Resources Officer at Mitel. Connect Tom Lokar Follow @Mitel |
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