3 Best Practices For Digital HR Transformation

November 28, 2021

Digitalisation is the most significant change affecting organisations and has been increasingly adopted over the years. However, bringing in a digital HR transformation by incorporating HR systems calls for precise planning, execution and maintenance. It also demands new methods and procedures to keep up with the rapid transformation process. Here are 5 best practices you need to consider for a successful digital HR transformation within your company.

 

  • Incorporate A Digital Culture

 

Revising an organisation’s culture is one of the best ways to support a digital HR transformation. Digital platforms have bred a new series of cultures that is strongly relevant to the growing millennial population. As baby boomers and Gen X gradually retire, the current and future workforce will primarily consist of millennials.

This workforce group has grown up with technology as a part of their daily life and have in-depth knowledge on how to use itit. So incorporating a digital culture firstly will make it appealing for employees to get along with any digital HR initiatives taken within the transformation process.

And secondly, this practice will inherently tie all other digitalisation practices and set an easy-flowing culture to enable the transformation process. Thirdly and most importantly, digital culture will combat employee resistance and promote adaptability at an early stage of transformation.

 

  • Go Paperless

 

One of the next best practices a successful digital HR transformation calls for is going digital. The evolution of HR software, emails and Microsoft office has enabled almost all HR processes to go paperless. One of the major benefits of HR digitalisation is enhancing efficiency and productivity within a workplace.

If you take a typical HR department, it involves a vast stack of paperwork for benefits claims, leaves applications and other miscellaneous HR activities. These require a considerable effort in tracking and managing them, let alone the time is taken to process them. Sometimes, a paper requiring inter-department approval will travel all across the building to get signed.

Going paperless will eliminate all this tedious paperwork and allow employees to do their job roles efficiently with minimal downtime and enhanced productivity, thereby delivering one of the key benefits of HR digitalisation. Additionally, it is also sustainable and environmentally friendly. 

 

  • Emphasize People Analytics

 

No digital transformation should be done without proper people analytics, also known as HR or workforce analytics. Remember that at the end of the day, any digital HR transformation is aimed at a company’s workforce. So even when implementing a digital HR platform, it should meet the requirement of employees, and they should also be willing to accept it and utilise them effectively to produce expected results.

Starting from the planning process, it’s best to gather input from employees. Ask them the tasks that are tedious, prone to errors, or areas of their job roles that they think need digitalisation. Be open to employee inputs and let them share their expectations from a digital HR transformation. This will ensure the digital transformation takes place with a more accepting mindset. It will also give employees the time they need to prepare for a transformation.

At the same time, gathering these inputs will make you aware of employees who need the training to cope up with the transformation and those who don’t. Preparing employees alongside designing a digital HR transformation can make sure the execution process is effective and successful at an early stage with minimal drawbacks.