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HR Digital Transformation: Is it right for your company?

HR digital transformation is transforming operational HR processes into data-driven and automated procedures.


In recent years, HR departments have utilized big data and automation to increase efficiency and reduce costs.


Now, HR is embracing automation via software powered by AI. This article will explore how technology has transformed HR, what this means for employees, and how more companies are beginning to digitalise HR processes.





Many organizations can benefit from HR digital transformation in the long run.


HR Long-term, digital transformation can benefit many businesses. HR process automation can save time, money, and resources. Additionally, data-driven HR can assist in identifying employee performance and enhancing company outcomes. Implementing these processes can be difficult, but can be accomplished with the proper tools and direction.


Is it suitable for my business?


Many businesses are beginning to recognize the advantages of HR digital transformation and are seeking to automate operational HR processes. But is it appropriate for your business? Here are three queries to consider:


  1. What are our company's objectives?

  2. What HR needs do we have?

  3. How can we improve the efficiency and effectiveness of our HR process?

  4. What is the difference between transformation and change?


Change is the gradual process of an organization adapting to new realities and possibilities. Transformation, on the other hand, is a more abrupt and dramatic event that results in a different organization. Change and transformation are frequently used interchangeably, but there is a crucial distinction between the two. Change refers to an organization's gradual evolution, whereas transformation entails a significant overhaul or total transformation.


Planning, organizing, activating, and deactivating are the four distinct phases of transformation. In the planning phase of a transformation project, HR professionals establish goals and objectives and develop a strategy for achieving them.


In the organizing phase, structures and systems are developed to support the project.


In the activating phase, employees are energised so that they can embrace the new vision. And in the deactivating degree, they assist employees in leaving the company with dignity and fond memories.


HR digital transformation is a gradual process that requires the commitment of HR professionals and teams.


How do you transform HR processes?


HR digital transformation is transforming operational HR processes into data-driven and automated procedures. Automation can aid in enhancing productivity and precision, while data-driven approaches can aid in identifying improvement and performance opportunities.


Transformation of an HR process requires several steps, including the creation of a strategy, the development of a plan, and the implementation of the necessary technology.




After these steps have been completed, ongoing management and monitoring will be necessary to ensure the process's success.


Data required to advance an HR digital transformation To move forward with an HR digital transformation, organizations must have a solid grasp of employee data.


This involves knowing what data is currently available, where it resides, and how it can be accessed and managed. Additionally, organizations must plan for the automated and data-driven collection and management of this data.


Benefits of a digital HR transformation


Here are the top ten advantages our clients enjoy:


Increased retention of talent


A lack of advancement opportunities is one of the primary reasons why employees leave a company. Individuals desire to advance in their careers. When employers demonstrate interest in their employees' careers, employees are more likely to remain with the company for a longer period of time, thereby reducing recruitment costs and retaining top talent.


improved company strategy and human resource management alignment


For instance, workforce planning and people data assist businesses in realizing their business strategy. For example, if a company wants to expand into a new set of services, data could identify those with the required skills or those who need to be upskilled, thereby preparing the workforce for this new challenge.


Better decision-making based on precise data and details


The Covid-19 crisis demonstrates the importance of data-driven decision making. The analytical capabilities and power of technology provide human resources with all the data they need to make informed decisions to increase the productivity, efficiency, and effectiveness of their employees.


Greater employee contentment


Numerous studies demonstrate that happy workers are more productive than unhappy workers. When organisations demonstrate the value of their employees through optimised processes, they gain a sense of accomplishment and purpose.


Reduced HR expenses


In the long run, organisations that invest in HR digitization save time and money because processes are streamlined and augmented. Having visibility across your entire workforce also allows you to increase internal mobility while reducing external recruitment expenses.


Automatic process control


Numerous administrative tasks can be automated, thereby reducing the likelihood of human error and enhancing the management of crucial items such as compliance. The HR team can then focus on initiatives that add the most value to the organization.


Increased workforce visibility


When a workforce is dispersed across multiple locations, maintaining visibility can be difficult. On the other hand, technology connects disparate systems and provides complete visibility of the organization's people. This visibility also allows managers to focus on aspects such as the skills and training needs of their teams.


Integrated HR systems


Consolidation necessitates a uniform user interface and a single truth source. When there is a single platform for all HR needs, rather than switching between applications or becoming confused about functionality, employees are more likely to engage and complete tasks.





Enhanced employer branding and applicant allure


Maintaining employee satisfaction will reflect positively on you as an employer. Review websites such as Glassdoor can have a substantial impact on the hiring of exceptional candidates.


Enhanced reporting and sophisticated analytics


Advanced analytics can demonstrate the value of HR's efforts and help the team become audit-ready. By predicting future behaviour using existing data, machine learning can further automate functions such as pushing education to employees based on the interests of others. Are you impressed by the benefits, but concerned that it represents too much change or a promotion? The Covid-19 crisis demonstrated that individuals and organizations are capable of adapting, and it does not take years to do so. If you are prepared to tackle your transformation project but need assistance determining where to start, we have you covered.


Conclusion about HR Digital Transformation


HR Digital transformation is the process of transforming a business from using traditional manual processes to using technology at the core of all of its internal and external functions (customer-facing). Due to digitalisation, change is occurring. It is not the digitization itself.


"When digital transformation is executed properly, it resembles the metamorphosis of a caterpillar into a butterfly. Incorrect execution results in a swift caterpillar." – George Westerman.

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