To bring about digital HR transformation, two things are required in any organization: a change in mindset and an ability to identify opportunities. When we consider the first requirement, the shift to a mobile and platform way of thinking is rewriting service delivery, driving change, and prioritizing connectivity, real-time operations, automation, etc. As for the second requirement, opportunities in leveraging the employee and HR experience across the enterprise are opening new doors and taking the HR to new realms of managing people and business. In other words, a new way of thinking and the need to leverage opportunities to ensure that digital HR plays a role in driving the overall digital enterprise strategy, organization, and culture.
With mobile driving more than half the Internet traffic, HR teams are realizing the need to deploy HR and productivity solutions on mobile apps. Mobile is the preferred channel among staff, and organizations are making full use of the opportunity to drive the adoption of new mobile associated technologies. Social, mobile, analytics, and cloud (SMAC) technologies represent a new platform for digital HR to build integrated strategies and programs and to drive employee experience. Integrated mobile apps can help in recruiting, on-boarding, managing time and attendance automatically, delivering on-demand learning modules, organizing meetings, etc. In short, work becomes easier, more collaborative, and more productive, thereby enabling a greater level of employee engagement.
With cloud-based solutions replacing legacy systems, integrated delivery of services has become a much-discussed topic among IT and HR leaders. In fact, both the teams need to work in tandem to prepare the ground for a sound digital infrastructure that replaces outdated systems for learning, recruiting, and performance management functions. Traditional administrative HR departments, such as payroll, talent management, etc., will work as a digital hub and align with the company’s business strategy.
When compared to current HR service delivery models, the effects of digital HR transformation are innovative, engaging, and transparent.
| Traditional HR | Digital HR |
| Transactions and processes | Integrated HR platform (policy, process, systems, operations) |
| Systems with web browser access | Mobile-first apps |
| Web-based forms | Interactive forms |
| Process-based design | Experience-driven design |
| SLAs (service level agreements) | Real-time |
| HR (and shared) service centers | Operations centers |
| Periodic reports | Real-time interactive dashboards |
| Analytics add-ons | Integrated analytics platform and dashboards |
TABLE 1: Differences between current HR service delivery models and digital HR (Source: Deloitte)
Digital HR has made HR teams to rethink the way people work. In fact, it has spurred the creation of new roles within the HR itself. For instance, HR analytics personnel to lend perspective to data findings, and HR design personnel well versed in design-thinking principles to ensure an engaging end user journey and experience. Digital HR is a new world for HR, data, technology, and design teams. This new world is revolutionizing business strategy and workplace.
