Advancements in digital technology has revolutionised the way people interact with systems. For businesses trying to manage their digitally-primed workforce, human resources (HR) digitalisation plays a key role in transforming employee management processes. While many HR executives believe that digitalisation has many drawbacks, the lore around HR digitalisation holds many misconceptions. HR organisations and management throughout companies should put aside their misconceptions and learn the facts that may change their minds about HR digitalisation.
What HR Needs to Know
- HR digitalisation is not expensive. While the upfront costs can seem daunting, the long-term benefits of having a digital system greatly outweighs the cost. Also, the digitalisation of various processes can be planned over time, spreading out the expenses of software, tools, and project personnel.
- HR digitalisation is the responsibility of the entire company, not just the HR department. When HR processes are digitalised, it takes the understanding, cooperation, and commitment of the multiple different teams, spanning across multiple departments throughout the company. On top of that, successful implementation of HR digitalisation also improves employee experiences and increases satisfaction, regardless of their roles or departments.
- HR digitalisation is not meant to replace existing HR jobs. Through digitalisation, tools can be used to automate mundane, repetitive processes so that employees in HR can focus more on directly impacting employees through employee engagement activities, training, counselling, and talent management.
- HR digitalisation results in better interdepartmental collaboration. A successful rollout of a HR digitalisation process or tool requires cross-functional collaboration between all departments in a company. As a result, the departments understand each other’s needs and concerns, allowing for a better design, implementation and outcome of the digitalisation systems and tools. This can also lead to working together better in areas beyond HR afterwards.
- HR digitalisation guides firms to the world of new digital technologies. After adopting a digital HR tool or process and delivering results, this helps ease introductions to more digital solutions that can bring a company to greater heights, be it in sales, marketing, operations or even finance. Beyond that, companies can also start exploring technologies such as machine learning, deep learning or artificial intelligence (AI), to identify if implementing these systems can help them solve more complex problems.
- HR digitalisation enhances the employee experience. When a digital HR system is developed with the employee-users in mind, the employees will interact with the system to make leave requests, record time off, and so on. Most employees already have consumer digital technology interface skills. HR system employee interaction types should be made at the level employees are capable of performing, encouraging system interaction and improving the employee experience.
- HR digitalisation creates new opportunities by improving process efficiency, accuracy of information, abundance of internal analytics opportunities, and the agility needed in today’s changing business environment.
- HR digitalisation is for organisational transformation. It should be part of a strategy that aligns with the company’s mission and goals especially because it requires full commitment for organisations to reach new heights through digitalisation.
HR Digitalisation Benefits
These 8 things about HR digitalisation demonstrates the significance of a good implementation plan. Digitalisation creates added value to the organisation and improves the employee experience. One of the most important benefits of HR digitalisation is the wave it can start in an organisation, opening up opportunities for greater organisational enhancements, changing those misconceptions into endless possibilities.