Human resources bring about many necessary changes and challenges in organizations when it involves people and processes. When HR is moved into the digital realm, it brings along a wide range of benefits that help to define the roles and responsibilities of HR executives and teams today. From talent acquisition to people management and from compensation to the delivery of benefits, digital approaches move with the pulse of the business.
A recent report on HR practices and capabilities by Accenture states, “HR may start acting like a marketing organization, by analyzing employee data to mine it for insights; creating customized talent offerings; and marketing, branding and educating employees about talent and HR processes. HR professionals will also likely take on more of a coaching role, helping to design cultures, incentives and educational programs to support employees as they engage in IT-enabled talent processes.”
For many HR and business leaders, modern HR processes offer a complete picture of the employer-employee lifecycle, and also helps to bring together knowledge and work practices within enterprises that was formerly divided. Mobile-based applications and digital signatures make the process more reliable and transparent, which means better onboarding and performance management.
Wendy Moran, Director of Talent Acquisition at Gold’s Gym, said, “Investors want to know that a company looking to raise capital or spend money has the full human capital management strategies and capabilities to execute the company’s vision.”
“Mobile is now an expectation of employees, managers, and candidates…Many see mobile access as a must-have,” said Deb Card, a partner at Information Services Group.
Digital HR solutions from cloud services to e-signature technology could begin to have some immediate impact on productivity and corporate growth. To build a solid foundation, HR managers must know the advantages to making the switch. Modern HR is also about self-service, allowing current and potential employees to manage their work lives through online services, increasing productivity while also boosting morale.
“If you’re not moving toward the cloud, you get held hostage in the technology of the moment,” said Larry Pernosky, Chief Human Resources Officer at Amedisys.
“If you haven’t started, get digital now. Make sure your candidate platforms are mobile. This is a must to stay competitive among talent,” said Gunjan Aggarwal, Vice President of HR, Head Talent Acquisition, Diversity Recruiting and M&A at Ericsson.
Digital HR helps overall people management in three ways:
1. It pushes companies to be more data-driven. Foundational, advanced, and transactional analytics offer the ability to act on data-driven information, better target employee needs, and understand the current workforce in real-time.
2. It streamlines the selection and hiring process. Cutting down the time required to get approvals for candidates means more time spent identifying new talent and training current talent.
3. It improves the quality of work life. After hiring is complete, HR can focus on ensuring active engagement and participation in a culture that is free from negativity.
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