Author: Solène Amandio
Publication date: 23.05.2024
Introducing a digital transformation is a holistic change for a company and its employees. As Human Resources are responsible for managing the employee life cycle, they play a strategic role in the success of the digital implementation.
In the path of evolving towards digital, Human Resources professionals might encounter a lot of challenges. Indeed, they might face resistance and hesitance to change, digital skill gaps, lack of visualization of the future, communication breakdowns, speed of change and many others. Therefore, here is a guide to help you and your team to adapt to the digital era with great success and manage the transition to boost efficiency, productivity and satisfaction of the workforce.
How to successfully implement it ?
1. Assessment of current practices
Having a good overview of the current company’s situation and HR practices to establish a strategic planning.
2. Creation of an innovation-centric culture
Employees need to embrace innovation to be willing to adopt new technologies and methodologies. That is why HR should encourage an innovative culture. Engage employees by connecting them to what the company’s goal and vision is how it will set you apart from competitors.
3. Setting clear objectives
Identify main processes that can benefit from digital, set clear and measurable goals for digital transformation of HR. Describe what will be different about the work environment and how things get done, give details about how employees’ tasks will become easier.
4. Get stakeholder support
Securing buy-in from key stakeholders, such as top leadership but also end-users, is critical in a digital transformation. By involving them in the early stages of the process and understanding their perspectives, it ensures alignment with business goals and fosters commitment to the project.
5. Choice of tools and platforms
In order to facilitate the transition, it is necessary to choose the right technology that will embraces the organization internal process and vision. Not only functionalities and tools of a platform but also the capacity for integration and customization according to the company specific needs and objectives.
6. Adaptation of internal processes
Preparing the team for the change is essential. To adapt more easily, set up a strategy and roadmap to review workflows, establish new procedures and ensure everyone understand the transition. HR needs to promote active employee participation to boost the positive impact of a digital transformation.
7. Adaptive training
To prepare and help employees for the change, a comprehensive training is a must. It can be face to face, online tutorials or ongoing support.
8. Gradual implementation and continuous feedback
Implementing everything at once might be too overwhelming for employees. Gradual implementation with tests, feedbacks, adjustments and refinements will help building a solid basis for the transition. Finally, use Key Performance Indicators (KPIs) and continue to gather feedback to make a difference in the long run.
Benefits
Productivity and efficiency:
Digital technologies allow a simplification of a lot of tasks by automatization. For example, concerning the strategic recruitment: digital HR permit to evaluate candidates more assertively. Payroll management can also be simplified with automated calculations, compliance to tax regulations and reduce errors.
Having a comprehensive data analysis enhance better strategies. Minimizing errors and reducing paper reliance can saves a lot of money for the organization. Moreover, performance monitoring is a leading benefit for a more operational efficiency and agility. It can take place by tracking goals, evaluating competencies, identifying areas of improvement and helping for the development and strategy.
Gain of time:
Automated processes, from recruitment to performance evaluation allows a precious gain of time. It leads to less paperwork, reduces human errors and let everyone focus on activities that add more value to the company. Thanks to the digital transformation, reducing time on routine tasks is possible with for example streamlines HR procedures.
Moreover, solid data is indispensable in order to collect all information needed in the decision-making process. Having detailed metrics on employee performance, turnover rates or effectiveness of training programs help to embrace the company strategy as a whole.
Employee Satisfaction and Involvement:
Thanks to digital technologies, the company’s culture, updates, feedbacks and policies are shared more easily. It improves internal communication. HR professionals can encourage improvement and the share of new ideas. Therefore, the atmosphere is favorable for employees’ involvement.
Furthermore, as the recruitment process is improving, the new employees’ profile should correspond even more to the organization culture and strategic thinking. As a result, employees’ engagement should improve too.
Minimize risks & challenges:
Managing well the digital transition enhanced the effectiveness of employees for all possible future changes. Indeed, employees acquire resilience and tenacity to adapt to new technologies and way of working. Also, it can lead to a decrease in turnover as employees are encouraged to grow with the organization.
Minimizing risks thanks to digital transformation keep the company conform and compliant, with accuracy and adherence to labor law.
Future:
A digital transformation can have a strong short-term impact for some, but it is most importantly a long-term benefit. With all the previous advantages, the company will also have a great adaptability concerning its business growth and changing needs. Keeping it ahead with the latest digital trends is also a strategy to stand out.
Conclusion
A successful digital transformation isn’t just announced and then enforced. To be well-accepted among the workforce, it must be deliberately communicated and thoughtfully developed. Organizations that want to succeed in the digital era have to ensure effective digital change management.
HR plays a key role in managing the transformation from planning to speeding up the technology adoption process of their employees and ultimately changing the way they work.
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