Theory: HR Digitalisation

Efficiency 

In order to efficiently manage HR processes, businesses invest in and develop technology platforms, frequently through pre-existing HR technology providers. Automat​ed​​     ​ ​shared​​ ​services on already existing siloed HR platforms will make administrative work more efficient. (Ulrich, 2019) To replace human labour, streamline procedures, and increase effectiveness, AI-powered robots and chatbots can be used.  

Innovation 

Discovering innovative approaches to use technological applications to improve management of people, performance evaluation, communication effectiveness and work attribution. (Ulrich, 2019) 

Information 

For the benefit of business, information is shared. Data is available, internal, and external data are ​merged​​     ​ and people analytics are used to generate business relevant insights. Mostly connected to information management, particularly asymmetry. Organisations should use technical resources at this point to promote open access among people, including executives and entry-level workers alike. Information should not be viewed as a power source, but rather as a tool for making better decisions. (Ulrich, 2019) 

Connection 

The use of digital HR helps people connect with one another​. Technology​​     ​ fosters a better sense of belonging through leveraging social networks, fostering interpersonal experiences, and facilitating interactions. (Ulrich, 2019) 

Connection is also characterized as a worker’s emotional connection. According to research, employees who have deep emotional connections will be happier and more productive as a whole, which benefits the firm as a whole. Also, some technologies are employed to promote employee connection. The pivotal moment is the connection. The effectiveness of the first three phases is shared. The phase of connection involves a distinct narrative. From this point forward, the primary focus of your digital HR function should switch from operational efficiency to stakeholder experience to gain an advantage in upcoming talent battles.  

 The digital revolution is undoubtedly here to stay, but it won’t be as unique as people initially thought. Future HR digital transformation initiatives should focus on developing a new attitude and utilizing digital tools to improve stakeholder experiences rather than on ​digitising​​     ​ HR functions. The “HR in 2030” paper from Sage offers a wealth of information on the significance of the employee experience for HR success in the future (Penny, 2021). Employee centricity and the employee experience will be a significant priority by 2030, according to Lind Holbeche, co-director of The Holbeche Partnership, with emphasis on how we can interact as a business without employees and how we can give them a voice.  

In three different ways, connection underpins and assesses stakeholder experience. First, it helps employees combat social isolation, which is a major problem in today’s workplace. Eliminating social isolation in the workplace promotes personal and mental stability. Second, it fosters meaningful connection between stakeholders, which raises engagement​. Thirdly​​     ​, it fosters a feeling of community which can motivate staff members and other stakeholders to discover new ways to add value. (Inc., 2022) 

​​An organisation's​​     ​ performance can be future-proofed by improving stakeholder experience because doing so optimizes operational efficiency and revolutionizes cohesion, allowing your organisation to shift from being irredeemable or irresistible. (Inc., 2022) The future HR department should create digital solutions to fulfil its job as a stakeholder experience architect rather than simply finding digital technologies to automate management tasks and streamline operational processes. 

Self-Assessment 2 

What digital HR tools do you know of? 

What tools have you used to digitize your HR processes? Think ​about how​​     ​ you communicate internally, access to learning platforms, or how you digitalise your payroll systems.  

Mention one advantage and one disadvantage of HR digitalisation 

Advantage: _________________________________________________________ 

Disadvantage: ______________________________________________