Business processes embrace digital transformation through social, mobile, analytics and cloud technology, which makes HR automation increasingly popular.
Are organisations far behind?
The C-level leaders are ready to alter their talent strategies by letting HR leaders guide them. However, this effort would be successful if HR practitioners present how their talent management programs can transfer into measurable business outcomes.
Therefore, HR needs to become digital to attract, retain, and engage talent in a digital landscape. There are many areas of HR that they need to introduce digitisation:
- Talent Acquisition
- Performance Management
- Employee Engagement
- Learning Management
- Delivery
1. Attracting young talent via social channels
HR functions must simplify its experience in the above areas to become digital. One example is mobility. We must understand that the next workforce generation prefers to use mobile devices and live on social networks frequently.
This puts tremendous pressure on companies to stay relevant and embrace newer technology. They need to focus their talent acquisition efforts on all social channels to attract young talent.
To elaborate further, companies that use social channels to define and enhance their corporate brand have a greater chance of being more visible among the next workforce generation.
Similar to any social network, corporate processes should also be as simple as apps. This means that recruitment, onboarding, performance assessments, feedback, and engagement should be enabled for employees via apps.
Designing a simplified HR experience like how we use a social channel is the ultimate goal of HR organisations.
2. Retaining talent through engaging features
Besides using digital HR to hire talent, HR can utilise technology to retain them.
Employee engagement can be achieved by mindfully digitising the HR experience. HR needs to introduce pulse surveys, continuous feedback-driven performance appraisals, and other ways for employees to share their ideas and suggestions with HR and colleagues.
Digital HR platforms and mobile apps certainly enable these functionalities, encouraging HR to bring employees closer to the organisation and keep them in line with the organisation’s mission.
It is paramount to introduce a data-driven culture to organisations. Thanks to digital HR, HR departments can conveniently accomplish this.
Accurate and instant HR insights on employees’ overtime, attendance, leave behaviour, performance, learning, and even analytics on recruitment will help the leadership to optimise people’s decisions based on data.
Ultimately, these developments indicate that digital HR will work with employees and business leaders in the same way that organisations work with their clients to gather insights, analyse trends, and respond to them wisely and timely.
The goal is that the organisation will be rewarded, not only with a consistent bottom line but also with productive employees.
