Best practices for digital transformation of HR

Before any new technology is introduced in HR, it is necessary to assess the current situation first. You need to be aware of the strengths and weaknesses in each area and then consider what achievements the company intends to achieve. On this basis, definite and clear goals can be set to help HR management to move into the right direction along with digital transformation.

Once the goals have been formulated, it is also necessary to determine who will be responsible for achieving the goals. To do this, all parties concerned need to be involved, ranging from employees to third-party service providers to supreme managers.

It is a matter of assembling a team in which:

• it is understood how do HR processes contribute to the productivity of the organisation,
• how technological innovations can make these processes even more efficient
• and promote change and ensure that everything works optimally.

In this case, it is worth taking small steps towards the goal. Digital transformation will be effective and successful if we define the strategic steps and the areas which need or can be digitised. Without this, the responsible team will not know exactly where to move on and what technologies are needed. It is advisable to think about both short and long-term steps that will lead you through the transformation process.

At this point, it is worthwhile to stop and prioritize the steps of digital transformation. Priority should be placed on the basis of the time and resources spent and the impacts of technological innovation on operation. It is recommended to put those on the top of the list which require less effort but at the same time produce a significant result. This helps to optimize the time, money and efforts spent, and helps to quickly set up and start HR transformation processes.

To draw real conclusions from the success of digital transformation the results are to be monitored and evaluated the. Measuring each technological solution allows you to find out exactly what works and what does not. It helps to identify what obstacles and pitfalls will arise. Being aware of this, it is possible to modify the strategic steps and solutions to achieve the objectives set.

This is the most important point in HR’s digital transformation. The introduction of technological solutions alone is not enough. For this to work, every employee in the organization — from employee to executive — needs a digital mindset. The development of a digital organizational culture plays the most important role in this. This will help in and complete the successful digital transformation of HR and the entire company.