Here are a few insights from the masterclass session by Brian Sommer on building HR technology roadmap
HR Technology has streamlined a lot of HR processes, especially the transactional ones. The ubiquitous internet access today has made any place an office, data analytics is providing radical insights and large external datasets are now merging with internal transactions.
Technology and innovation are disrupting the way HR functions. However, this doesn’t mean that every organization must go through the same level of transformation. The journey of every company and HR system towards adapting to HR Technology will be personal and unique. In the light of this, here is an insight into some critical aspects that HR that business leaders must consider while leading any HR Tech transformation.
To begin with, some of the prerequisites to building a digital HR are unconstrained scalable and clean core technology, massive new data sets, new process designs and different HR skills.
Identifying the stage of HR transformation
Before building the HR technology roadmap, it is essential to identify the current status of the HR processes. These conditions range from dysfunctional, functional, process excellent, industry leader and transforming the industry, in a bottom to top order.
The assumption that one can move straight to the top comes with a large volume of risks, as the change in each step has a huge impact on both HR and the firm. While at the dysfunctional stage the transformation would lead to survival, at the functional stage the purpose would be achieving low costs. As a company moves up the pyramid, the change could result in being a game changer giving a competitive advantage to the firm.
Building new HR skills for new HR technology
Another key aspect of a successful digital transformation is that adoption of new HR technology requires new HR skills. HR will now look forward to managing bots and algorithms. It is therefore important to build that readiness and ability to do so. Establishing who will be teaching these skillsets to HR is essential. The management of contingent workforce will be another challenge for HR.
Create the digital HR future
As the transformation need is realized and the HR readiness is developed, the final step is to move away from the previous integrated systems and the older models of HR technologies like ERPs towards more automated tools. To build a digital future for HR in the firm, ensure the acquisition of data, tools, and staff that creates value. Utilize data forms such as weather data, salary data, and social sentiment data for framing policies and strategies. Leverage cloud upgrades, mobile technology, statistics, and visualization.
The success of HR digital roadmap lies in harnessing all that is available for maximum value.