Recently, there has been a lot of buzz about digital HR solutions. Technology plays a much more prominent role in staffing and hiring solutions these days, and that role is continuously evolving. While some economists, like John Maynard Keynes, nearly a century ago envisioned technological advancements that forced unemployment for many and micro workweeks for others, the reality is very much different.
Let’s explore the concept of digital HR further and how Kilpatrick Executive can help craft dynamic digital HR solutions for your organization.
What Are Digital HRs and How Do They Work?
Digital HRs can—and should—vary from one organization to another. While many digital HR approaches share common themes and practices, part of the appeal of the process is that organizations can tailor their digital HR to meet their specific needs and goals. Customizing a digital HR ensures optimum productivity and efficiency.
Digital HR involves the practice of incorporating technology to enhance HR tasks and objectives. The term digital HR can include digitization, digitalization, and digital transformation.
Digitization vs. Digitalization vs. Digital Transformation: What’s the Difference
Many often confuse the terms “digitization,” “digitalization,” and “digital transformation,” but they are different processes that all play a role in a digital HR. Digitization involves moving analog data into the digital realm. When companies scan paper documents to create digital documents and files or convert a physical training manual to a digital manual, they are digitizing these material things. HR departments, which are typically paperwork-heavy departments, have long benefited from digitization.
Digitalization is how we use digital technology to automate processes and improve efficiency. Digitalization in HR may be using software applications to interact with other employees, track KPIs, or screen employees for specific things. Digitization is converting paperwork with data into a digital document, and digitalization allows you to extract insights from the digitized data.
Finally, digital transformation is a way to evolve how a department or business works by using digitalization. It involves building on the information and insights to develop more efficient, cost-effective, and successful processes. In human resources, this may include changing hiring and retention practices based on the gathered information rather than sticking with “what we’ve always done.”
HR and Digital Transformation
Many organizations have made prioritizing digital transformation a goal, and HR plays a pivotal role in this process. The ultimate goal of digital transformation may be to streamline tasks and create better experiences and outcomes for employees. But if they aren’t prepared for the transition or don’t have appropriate training, their experience will more than likely be negative, and the digital transformation may fail.
Relegating digital transformation concerns to IT will also derail success. Ideally, HR will work collaboratively with IT to craft a more holistic support system.
Putting It All Together: Examples of a Digital HR
While every digital HR will look different, there are some common examples that many HRs incorporate, such as:
- Automated job postings and recruitment processes;
- Using AI or algorithms to pre-screen applicants;
- Using self-service online or mobile applications or using E-sign applications;
- Doing interviews or training online or virtually;
- Using interactive and gamified training tools to provide a more active virtual training experience; and
- Working with analytical data to inform decision- and policy-making.
A data-informed HR that is open to change and ready to take the lead is key. In the past, many HRs operated as a support to the organization. In the digital world, HR must provide leadership.
Rapid Change and the Digital HR
An increasing number of HR departments are preparing to or have already begun redesigning essential processes and programs to reduce friction points and increase efficiency and accuracy. But there’s a risk of forging ahead toward a digital HR without appropriate planning and due diligence.
A catch point for many organizations is the speed of change. Generally speaking, rapid change can be painful; quickly evolving technology and practices can be frustrating and lead to costly mistakes. Identifying HR professionals who are flexible and willing to learn is essential. And crafting HR processes that provide ongoing training and skills updates is how organizations will remain competitive and agile.
Kilpatrick’s HR Solutions
Working with Kilpatrick Executive can help you navigate the rapid changes more smoothly. Through digital skills boosts, Kilpatrick delivers high-level digital skills training to ensure your company’s digital transformation is a success. You can also get helpful insights into customer and employee sentiments regarding these changes and new processes to help you understand friction points and possible solutions.
Your digital transformation is unique, and Kilpatrick Executive is ready to help you form a digital HR solution that will take you through the changes and beyond. Kilpatrick combines a boutique experience with a global reach to ensure your digital HR solution centers on your business, employees, and clients.
Sources:
https://graduate.northeastern.edu/resources/what-is-digital-hr/
https://www2.deloitte.com/dk/da/pages/human-capital/articles/digital-hr.html
https://hbr.org/2021/03/digitizing-isnt-the-same-as-digital-transformation
https://www.shrm.org/resourcesandtools/hr-topics/technology/pages/digital-transformation-hr.aspx