Digital HR, which brings together social, mobile, analytics, and cloud (SMAC) technologies is changing how we live, how we work, and how business is organised and conducted. For HR and business leaders, this digital transformation poses two fundamental challenges.
- Helping business leaders and employees shift to a digital mind-set, a digital way of managing, organising, and leading change.
- Revolutionising the entire employee experience by transforming HR processes, systems, and the HR organisation via new digital platforms, apps, and ways of delivering HR services.
Today there are more than 7 billion mobile devices in the world and more than 40 percent of all Internet traffic is driven by these devices. Yet less than 20 percent of companies deploy their HR and employee productivity solutions on mobile apps today. Furthermore, less than 25% of companies feel comfortable with today’s digital learning environment.
“Digital HR was identified by 74 percent of companies as a top priority for making systems easier to use by employees,” said Victoria Yeo, a Director at Deloitte New Zealand’s human capital consulting practice.
“It is therefore very telling that only 38 percent of companies are even thinking about digital HR and only 9 percent are fully ready to commence implementation. This will be a major area of opportunity for HR in 2016.”
Imagine integrated apps that can manage time and attendance automatically; pinpoint every appointment and meeting location; deliver on-demand video learning to participants in a new project and monitor stress levels and recommend when it is time to take a break!
“Signs of real innovative change and progress are evident throughout this year’s Global Human Capital Trends report, no more so than in the space of digital HR."
So where can your company start?
Challenge HR to start with a digital-first HR strategy
The combination of mobile and cloud solutions and the pervasive access to smartphones are redefining how HR processes are designed, delivered, accessed, and operated. The shift to a mobile and platform way of thinking is at the forefront of this challenge.
Embrace design thinking
Social, mobile, analytics, and cloud tools are only useful if employees adopt them. HR must begin with employee needs and the user experience. Incorporating design thinking throughout the process will help companies maximize the impact of new digital technologies.
Share digital strategies and experiences across the company
HR has the opportunity to learn from early digital adopters in the company, generally customer marketing and operations. HR can learn from the digital savvy across the company and, in turn, help develop a digital mind-set and capabilities.
HR’s digital transformation begins with a change of mind-set within the HR organisation, prioritizing connectivity, real-time operations, platforms, automation, and mobile-first. For many organisations, both in HR and across the enterprise, this is a revolutionary opportunity.
This article has been taken from the Deloitte Global Human Capital Trends 2016.
Over the next few weeks a customised version of the global report (giving you a New Zealand perspective of the 10 Human Capital Trends) will be developed and shared with the New Zealand market.