In today’s market, digitalising HR makes complete sense
In today’s data-centric, automated and heavily regulated business environment, it is not difficult to justify the decision to digitalise human resources. The fact is that human resource management has changed profoundly, and there are a whole host of issues to be considered. Aside from regulation, automation, labour laws and having to address legacy issues, business leaders have to factor in skills (upskilling, cross-skilling) employee engagement, remote connectivity and access, equity and – of course – digitalisation.
One of the reasons for these considerations is that human resources has evolved to the point that it is no longer an afterthought, isolated and left to the responsibilities of just a few. Today, human resources affects the entire the organisation and everyone in the business is expected to contribute. Human resources is now driven across the business by tech-savvy employees, who must be aware of technology that automates processes and how solutions tick all the right boxes.
It goes without saying that human resources management is already paperless and whether businesses are prepared or not, they have to move with the times. We continue to witness an increase in migration to the cloud, with human resource managers leveraging virtual access, software and systems controlled via the cloud and off-premise.
Businesses must not only comply with labour law and regulation, but they must be quick, accurate, agile and highly efficient. This is why most companies rely on systems to automate human resource reports, communicate instantly to all employees and handle data spritely.
Data is the glue that keeps all human resource systems together. It is without doubt the fabric of any and every human resource strategy and approach today.
Data on its own is only semi-valuable. To make it crucial and the apex of progressive human resource management, data should be positioned to be analysed in order to improve decision-making. The theory is that credible measured information or structured data can really improve decision-making, helping human resource managers make the right decision, at the right time and for the right reason.
All of what we’ve discussed so far underlines the basic premise of any modern organisation – human resources has transformed and in business, the human resource component or team is expected to not only perform their main duties and responsibilities, they are also expected to take up a leadership role in supporting the digital transformation of the entire organisation.
There are many service providers, digital human resource solution developers, software and human capital management specialists out there… some are okay, some are average and some are excellent – a cut above. The choice of provider and solution can make all the difference to your human resource results. Think long and hard before you make a decision.