New HR Organisation with digital!

Widespread technological forces are redesigning the workplace, workforce and work practices. This calls for a need to create the ‘New HR Organisation’.

New HR organisation is the HR entity surrounded with empowered teams, mentored by a new model of leadership, and driven by demographically diverse workforce. The new HR organisation must develop younger and much engaged leadership roles. Another challenge for new HR organisations is to create the work environment demanded by the modern workforce. Today’s workforce is becoming more analytical, mobile, social and flexible. At the same time, workforce expectations for consumer-grade experiences are increasing. Fitting into the expectations of this modern workforce requires HR and IT leaders to re-look at HR service delivery technologies and HR experience.

To drive this transformation towards the new HR Organisation, business leaders including HR leaders are planning on understanding and developing a culture and a work environment that transforms people and constructs a new model for HR management. In this drive, organisations are competing for rich talent in a highly competitive talent market. HR leaders are now embracing digital technologies to revive the workplace and ensure everything we discussed above is built in the workplace. Digitisation is not leveraged only to refresh HR. Digital HR is perceived as a stepping stone to digitise the entire business strategy of an organisation.

Digitising the HR function enables HR leaders to restore traditional/annual performance management practices with feedback-driven/regular performance reviews. Further an engaging learning culture would be established to ensure every employee acquires complete knowledge on the business. New learning management will enable learning based on MOOCs (Massive Open Online Courses) which will help employees continuously learn from anywhere, anytime. Finding the best talent would no longer be a challenge to companies with Recruitment in the digital age.  

Amidst these changes in the talent management side of HR, HR leaders should now play a new role as the curators and designers of these new/digital HR management processes. According to research, ‘The mission of the HR leader is progressing from Chief HR Officer to Chief Talent and Employee Experience officer’. Digital HR with its reinvented core and talent management functionalities will allow;

Employees to manage heaps of knowledge and information at work.

Team leaders to empower employees with continuous feedback on their progress.

Business leaders to gain deep and broader understanding of people via HR insights generated on employee demographics, talent matrix to other.

HR leaders to simplify the entire HR process and experience.

These four points are few BASIC outcomes of talent management delivered by Digital HR. we will be discussing the business benefits of digital HR in much more detail in the future.

This means that HR is redesigning almost all of its processes – from recruitment to performance management to succession planning and learning management besides the core HR. and to make this transformation a success, HR must upgrade its digital competence. HR should realise;

How Cloud Technology enhances productivity, confidentiality and cost effectiveness of HR.

New analytical capabilities offered by HR and how these capabilities would support talent decisions in the future

Importance of forming a new social contract between employees and the organisation to keep employees better engaged

Mobile HR, being an integral lever in a digital HR solution, allows employees as well as business leaders to manage essential HR needs on the go

Realising these values of digital HR would ultimately help HR professionals to have laser-sharp digital skills. Note that these skills are mandatory to convince business leaders on ROI of digital HR!

(To learn about the Digital Transformation of HR or share feedback on this article, email: [email protected].)