The world is moving on with digital transformation irrespective of industries, countries and service lines. Organizations want to adopt the technologies in faster paces, especially by “Digital Megatrends”: mobility, analytics, cloud computing and social media.
This digital evolution is also reshaping the role of Human Resources. It involves deepening and broadening collaboration between HR and other business units to improve the performance and analysis of talent management, and a greater focus on driving business results through the strategic use of technology. It’s important for executives to get engaged in long-term strategic planning for business needs and even leveraging their organizations to drive profits.
So to compete successfully in the new digital economy, HR should:
■ Use technology effectively to execute on business imperatives and extend collaboration with other departments, incorporating mobile, analytics, social media and the cloud to ease the transition to a strategic role.
■ Consider the competitive risk of not leveraging technology to contribute to business strategy. Organizations in developed economies are not adopting technology as quickly as their counterparts in fast-growing economies and may risk being left behind in the global competition for talent.
■ Embrace the transition to strategic thinking and driving business results.
Digital transformation is to enable people to think and to transform and here is HR Digital Strategy plays an exponent role in driving the Organization’s Business Transformation. Digital Strategy is the most valuable and powerful asset in the Digital Transformation environment or any future transformation to come.
Digital Transformation is about the capacity of the organization and therefore the people’s minds to not only adapt to change, but to drive change, to drive innovation. The real value to HR in the Digital Transformation is to enable the whole organization to think creatively. Enable the organization into a deep dive into its need, its values, purpose & mission. And this is the foundation for the real successful business strategy into the Digital Era.
HR digital strategy or HR technology strategy should actually support the overall strategic objectives of HR and the organization. And HR must take ownership of the digital strategy and ensure that it aligns with the HR strategy which should be in alignment with the business strategy. Moreover, it should emphasize more than just efficiency and effectiveness as a driver for the adoption of technology, and choose solutions to allow for future growth and flexibility, while focusing on deploying solutions that meet the current and future needs of the organization.
Drivers which can lead Digital Strategy for HR are: (Below Tips/Drivers are from Talent Culture)
According to Talent Culture, developing an HR digital strategy begins with taking a deeper look at business priorities and validating how current systems are and are not supporting the organization’s goals. This helps create a path toward synchronizing the organization’s priorities with the HR digital strategy. A successful HR digital strategy should be aligned to the needs of the business, agile, focused on strategic enablement rather than just efficiency and effectiveness, and should be owned by HR in partnership with IT.
And it’s Strategy, not Technology which drives the Digital Transformation according to MIT Sloan Management Review and Deloitte.
About the Author:
Soumyasanto Sen — Blogger, Speaker and Evangelist in HR Technology who try to think Out of the Box!
Professional Consultant, Manager, Advisor, Investor in HR Tech. Focusing on Strategies, Mobility, Cloud, Analytics, UX, Security, Data Protection, Developments and Integration in HR Technology & Digital HR.