The transformation is evident not only in business models, but in people management. Mobility and cloud computing allow employees to work virtually, giving companies access to the right skill sets regardless of geography. Data analytics helps workers connect dots, work more efficiently and speed decision-making. These developments are having a profound effect on how people work, what they expect from their employers, and how they want to grow and advance in their careers.
Technology is also reshaping the role of human resources (HR). HR leaders today can leverage tools that put metrics around things that once were difficult to measure or predict. The process involves deepening and broadening collaboration between HR and other business units to improve the performance and analysis of talent management.
Ways to make the transformation technology in your HR department
More than 72% of HR executives say mobile technologies will have a large impact on operations over the next three years, with the most-cited benefits to HR coming from increased efficiency (50%) and more effective virtual work (35%). Reduced HR costs, improved workforce optimization and better access to data also were mentioned frequently as benefits.
The cloud will become increasingly critical to HR, with about 60% of firms anticipating significant impact from cloud technology. Just 21% of HR departments have no plans to use the cloud; about 35% currently use the cloud in some way. The most commonly-used cloud data sets and applications today include recruitment (29%), employee administration (26%), benefits administration (26%), and payroll processing (26%).
Social media is seen as a powerful tool both within companies and for external use. Just 22% of companies lack any strategy for social media, and almost half of HR departments have a meaningful role in social media strategy. The acceptance of social media has accelerated since early 2011, when 35% of executives surveyed for The New Digital Economy said they considered social media to be irrelevant. “Social is a great tool for gathering information, for informing our leaders, and for communicating with our employees,”
Finally now the HR should use technology effectively to execute on business imperatives and extend collaboration with other departments, incorporating mobile, analytics, social media and the cloud to ease the transition to a strategic role. And we must know If our HR strategies do not link to that business strategy, then we are not supporting the company the way we need to be supporting it
Learn More About Digitalize & Techniques HR
- The Digital Transformation of People Management (Book)