Cloud Computing, Data Analytics, Social Media and Mobility are four inevitable digital HR trends, which have influenced the global market at a critical level. These revolutionary technologies are restructuring the organisations everywhere.
In today’s, hyper-competitive work world and global economy, an enterprise is only as successful and innovative as the talent it draws and energise. It accentuates the role of Human Resource personnel, who are progressively being summoned upon to work as strategic partners to their organisation.
– Data analytics assist workforce to operate efficiently, connect dots and speed decision making.
– Cloud computing and Mobility providing companies access to the right skill sets and empower employees to work virtually regardless of geography.
– Social Media fuels the collaboration with the suppliers and colleagues as well as customers.
These digital HR trends have a profound influence on how people work, how they want to grow and progress in their careers and what they expect from their employers.
Defining the digital HR
The digital HR is an online or automated administration and delivery of the range of workforce management data and services. Human Capital information is swiftly accessible to HR executives, as it is to employees themselves through self-service competences.
Digital HR is accomplished through the implementation of exceedingly automated Human Resource System and supporting transformational tools.
Leveraging the Digital HR trends
The impact of technology is quantifiable and growing. According to the industry speculators, the implementation of HR tools is the necessity, not the luxury. The technological changes are occurring fast that put the businesses today on a hot seat to stay ahead of the curve.
Above all, it is influencing every aspect of Human Resource from training to compensation and benefits for talent acquisition to succession planning.
Companies across all regions and of all sizes and industries are focusing on the leadindg technologies including, cloud computing, mobile devices and applications, social media and business analytics. These digital HR trends are in extensive use within HR departments and the bigger corporations they serve.
Substantial investments in the following digital HR trends is expected over the next 3-4 years, which will bring some greater changes in the Human Resource working methodologies.
Today, the HR practitioners explicitly understand the importance of data and metrics. A good number of HR executives accept that they use analytics to anticipate Human capital requirements. However, when it comes to adding the strategic value to business, there is a lot to be done.
There is widespread recognition to employees’ skill analysis and employee satisfaction but the concrete skill gap assessments implementation is still missing in most of the organisations.
It is required for companies to get smarter about analytics. If your vision is to create the workplace of the future, then you need to stop undermine the power of people analytics.
Mobile technologies have already made their way in Human Resource. Now, it is the time to exploit the transformational features of mobile devices in the correlation of supporting tools. The more cited benefit of “mobility” in HR is more efficient virtual work and increased performance.
The advent of mobile technologies is one of the most appreciated digital HR trends as it not only reduced the costs but offered better access to the data and improved workforce optimisation.
The adoption of mobile technologies among companies varied regarding their focus area. For instance, business services are more into implementing HR analytics while small enterprises or SMEs invested into recruitment via mobile devices.
3. Social Media
Long gone are times when social media just for the “stay in touch” purpose. Now, it has become one of the powerful weapons for Human Resource not just to attract the talent, but it also helps companies to build a robust brand.
Social is an interesting yet efficient tool for gathering information, for communicating employees and prospective candidates. It plays an essential role in strategic workforce planning.
Improved sourcing and recruitment of best talent are cited as the primary benefit of social media. Moreover, the shift to social media from the traditional recruitment approaches involves a generational shift, which helps – to attract, engage and retain talent at minimal cost.
The most cited inherent benefits of social media include improved communication with employees and the development of company-wide culture.
4. Cloud Computing
The cloud computing is not just another “IT” term, but now it is an integral part of Human Capital Management in every organisation. The most commonly used cloud data sets include –
- Payroll processing
- Benefits administration, and
- Employee administration
The startling fact about this digital HR trend is developing economies far outperform those in the advanced economies regarding HR cloud adoption. The biggest benefit of cloud computing is the greater collaboration across geographic regions.
It is time to embrace the opportunities and overcome the challenges
Although the adoption of these digital HR trends is significant for the survival of business, the transition would not be easy. For most organisations, the existing infrastructure makes the transformation difficult and in some cases impractical.
Moreover, the technology concerns are not the only challenges to HR transformation. The hardest part of transition involves business process and culture as well. Other concerns include diversity, globalisation and the different needs of each generation in the workforce (baby boomers and millennials).
What is your next move?
The arrival of these revolutionary digital HR trends made the strategic thinking an essential part of Human Resource leadership. Human Capital Management across the organisation is necessary. To compete in the new digital era successfully, HR should
– Embrace the transition to strategic mind-set and driving business results
– Use technology efficiently to execute on business imperatives and extend collaboration
– Contemplate the competitive peril of not leveraging the technology to contribute to business strategy.
Ultimately, digital HR makes it easier for prospects to approach the organisation and vice versa. The digital HR equipped with state of the art tools will be capable of reaching the global talent pool, and provides the greater exposure to attract and retain the best candidates faster and better than the competition.