Digital transformation is one of those buzzwords that has become a better, shorter, simpler way of advocating a concept that is complex and contains many facets. Now that more companies are hopping on the digital transformation bandwagon, there’s a sense that we can become something we were not.
For most people, the notion of “going digital” has been rooted in our history. It’s about binary digits, bits, and bytes. The concept of digital disruption is not new – we’ve been transformed by digital technology for decades. It’s a part of everyday life and society, embedded in everything. The only difference is that “going digital” is no longer an option owned by the IT team – it’s a mandate that is the responsibility of every line of business.
And HR is no exception. Instead of being a function of solely core processes such as payroll, benefits, and organizational management, HR is now a strategic partner in helping the business become productive, effective, and competitive.
Digital transformation: It’s all about people, process, and governance
HR is consistently responsible for communicating effectively and engaging employees in the adoption and adaptation to change. Whether recruiters are capturing the hearts and minds of new candidates or specialists are influencing and driving processes, HR understands that communicating digitally is essential, especially in a global environment.
For CHROs, this brings an opportunity to lend expertise in technology that can make the company more secure, more productive, and more profitable. Yet, that opportunity does come with some challenges. The function needs to streamline, simplify, and be cost-effective. Because it’s not a profit center, anything that helps HR automate processes is certainly an investment of interest. The challenge for HR is to see it as a strategy – a digital strategy.
As most employees become increasingly comfortable with technology as consumers, they’ll find their own ways of doing things, if needed. If a process isn’t in place to meet a specific need, they can create their own very easily. People build apps by themselves all the time. But even if they don’t build their own, they can probably find a solution on the Internet. GoToMeeting, SurveyMonkey, Google Drive, and other enhanced collaboration tools: There are so many solutions out there!
If HR doesn’t take the lead in implementing the right solutions and processes, the company becomes an amalgamation of different approaches to getting work done. Without oversight into what people are doing and who they are, it’s very tough to be truly productive and responsive to customer needs and market dynamics.
In Part 2 of this blog series, I will discuss how forging a partnership between HR and IT can help drive this digital transformation – and potentially revenue-generating value to the business.
Want more on how a digitally focused HR department can boost your business? See 3 Benefits Of Cloud Computing For HR.