Digital HR Transformation ¿How to handle it in a tech company?

When we think in Human Resources we expected talk about people, but HR is more than people. Working in a technology company, HR must be at the forefront of everything that happens in the technological world. Why? Because HR departments today are under pressure to rewrite the rules by redesigning talent practices, from recruiting to leadership to performance management; by experimenting with digital apps; and by building a compelling employee experience. Changing the way people think and act is just as essential to a successful Digital Transformation as the enabling technology itself. If we can leverage technology and data in the right way, we can successfully prepare our organization for the challenges of the future workforce, but also the right technology can help us address these challenges and create a better future of work. 

HR digital transformation is a hot topic for many HR professionals working in a technology company. And for good reason, since digital technology has the potential and ability to transform HR as we know it. But while it’s one thing to talk about digital HR transformation, it’s an entirely different thing to do it! 

But, what is Digital Transformation? Well, HR digital transformation is the process of changing operational HR processes to become automated and data-driven.

So, rather than HR digital transformation is just about HR, it’s a metamorphosis that involves organizations as a whole. Or at least it should, in order for it to be successful.

First things first. As a rule of thumb, any HR transformation, whether it is a digital one or not, has to take place with a clear objective in mind. It has to make business sense. And thus, HR become a strategic partner of the business.

Too often still, tech companies seem to give in to peer pressure; their competitors all ‘do digital’ so they feel like they have to do something too. But digitalizing certain HR processes just for the sake of it is never a good idea. It leads to the implementation of technology that doesn’t meet the actual needs of the business. Needless to say, this totally defies the purpose of a transformation.

So, how to get started with HR digital transformation? 

While all of this sounds good in theory, it can seem pretty hard when it comes to making that first step towards an HR digital transformation. So here are a few steps for a successful start:

  1. Establish a clear goal: the focus should always be on the employee as an end-user. It’s also why you want to let your employees test any new technology themselves first before you implement it.
  2. Get everyone on board: This means all stakeholders, from employees to the C-level and everyone in -between.
  3. Don’t overcomplicate things: remember to keep it simple
  4. Prioritize ideas: Start with the ideas that are high impact and low effort. 
  5. Assess performance: the only way for us to advance is to solve actual problems with technological solutions that truly solve these problems.
  6. Culture is important: Digital technology alone is not enough for an HR transformation. 

Whether you like it or not, people matters an HR digital transformation isn’t optional. In a world that’s digitalizing at a fast pace, with consumer-slash-employees that don’t know any better than for virtually anything in their lives to be digital, HR and employers simply can’t stay behind.


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