Its time to move HR to the digital world.

The increasing digitisation of the world is changing how we live and work, and how business is organised and conducted. HR has a role in supporting organisations through this transformation from two key perspectives.

1.       HR can help business leaders and employees shift to a digital mind-set, a digital way of managing, organising, and leading change.

2.       HR has the opportunity to revolutionise the entire employee experience by reimagining HR processes, systems, and the HR organisation via new digital platforms, apps, and ways of delivering HR services.  

In this brave new world of work, HR will become smaller. 

New organizational structures will emerge to help HR professionals collaborate closely with other business functions and HR will begin to behave more like marketing—analysing employee data, creating customized talent offerings, and marketing and branding talent and HR processes. Talent management will become an everyday activity for employees, part and parcel of what they do in their roles.  Employees themselves will increasingly take more responsibility for their own careers and will seek to partner with their employers in order to grow and develop both professionally and personally.  Leaders and managers will also seek more proactive ways to manage talent in order to build and engage high performing teams and provide an environment where individuals will be self-motivated to contribute.  This is a continued evolution of the “employer-of-choice” imperative of the past decade.

HR will also play a bigger role evaluating external technologies, and building interfaces between them and the organization’s own data and systems.  

Industry expert and thought leader, Josh Bersin, describes a “bold HR” that has an approach that encourages talent and learning leaders to think differently, innovate with new and simpler solutions and leverage data and analytics to deliver the recruiting, engagement, retention, learning, talent and technology strategies and solutions that drive business value.  The pervasiveness of technology is pushing HR to become expert at mobile applications, analytics, video learning and the implementation of talent management software.

Digital disruption promises to have significant implications for business and HR strategy in today’s organisations. 

HR departments need to focus on transforming their own function so as to lead the change that will be required in order to adapt to the new way of working.