Technology has disrupted every industry.  The way we work today looks nothing like it did only a few years ago.  As a matter of fact, the changes in the workplace have been rapid and sweeping.

Today, workers can apply for jobs through their mobile device.  They can even participate in interviews.  If hired, the onboarding process starts online before they step foot on company property.  And in some cases, they don’t have to do that because they work remotely.

These are all symbols of the digital transformation of HR.  It’s not an easy process, but it can be achieved in such a way that ensures positive results.

HR Digital Strategy

Defining the digital transformation

HR professionals hear the term digital transformation on a regular basis.  It’s actually a buzzword in the space today.  It’s important to define what the transformation is before looking at building a digital strategy that will help support the organization during the transition from older processes to more modern processes.

The HR digital transformation, itself, is the process of embedding technology into business processes.  The point is to improve functionality across the board.  Just as technology is disrupting every industry, it can also disrupt every department within the organization.  It will upend work processes and create new ones at the same time.  That’s where a strong HR digital strategy comes into play.

RELATED REPORT:  The Future of Work and HR

Building the HR Digital Strategy

1. The Business Case

Creating the business case is critical.  This is the stage where HR can gain buy-in from C-Level and senior level leaders.  Without it, there is little reason to attempt to build a strategy.  Focus on technology and data that provides a clear picture when it comes to the return on investment for supporting the cause.

2. Set Goals

Before moving forward with a plan, HR should take stock of the current situation at the organization.  What is it HR wants to achieve with the change?  Also, HR should take a look at the workforce.  What are its strengths and weaknesses?  How can the strategy help create the transformation leaders want to achieve?

3. Strategy Development

Developing a strategy is all about how HR plans to move the organization forward during the transformation.  It’s almost like a map.  Without it, it can be easy to get lost.  Know what steps need to happen and in what order so implementation can go smoothly.

4. Find the Right Tech

The technology chosen by HR should support the strategy.  Considering the goals and the strategy, HR should determine what technology is needed to succeed.  It’s important to make sure the chosen tools or technology also support the goals of the business.

5. Experiment

HR should be open to experimenting during the transformation.  There is no “how-to” guide on the transformation.  It’s important to take stock in what’s happening in the industry in which the business resides.  It’s also important to understand the makeup of the workforce as it will help determine the next action taken.

6. Develop Skills

This has to happen at all levels.  Technology won’t make much of a difference unless people are allowed to use it and fail.  Failure allows for the review of mistakes and that can be a learning exercise in of itself.  The result is often the development of new skills.

7. Measure Results

Keep an eye on results.  This will help HR monitor the success of the transformation.  It will also help determine what is and what isn’t working for the employees.

8. Be Transparent

Changes will happen at a non-stop pace at first.  It’s important to continue to discuss those changes in an open way.  And don't forget to take real stock in both success and failures.

9. Leaders Need to Lead

Leaders can’t just sit on the sidelines.  They need to take an active part in the transformation.  Not only do they need to help decide on the best course of action, but they also have to promote it and live it.

10. Company Culture

Don’t lose sight of the company culture.  Transformation isn’t easy and your culture will be tested.  As long as the process supports and empowers the organization, HR won’t fail.  Neither will the workforce.

Conclusion

No matter how robust the digital strategy, the transformation it supports won’t happen overnight.  It will take time and a consistent amount of work.  Not only that, but technology is still evolving.  That means this process isn’t a done-deal.  It will continue to need attention and refinement.  As long as companies remain agile and consistent, the strategy will always propel the company to success.

NEXT:  Allegions HR Technology Journey

Want more content faster?  Connect with us on Twitter, Facebook and LinkedIn.  And don't forget to join our LinkedIn group!

Photo courtesy:  Stock Photo Secrets