Blog
The Digital Revolution in HR Space: Embracing Change for Organisational Success
The function of human resources departments in organisations is fast evolving as a result of digital transformation. Companies are turning to digital technologies to simplify HR operations, increase employee satisfaction, and promote productivity. HR departments must design a digital HR strategy that is aligned with the overall business goals of the organisation and prioritises collaboration and communication with other departments. Because of the incorporation of emerging technologies such as AI and automation, IT integration in HR is critical.
Raghav
4 min read
1000+
Employee
50+
Office Branch
250+
Official Partner
10+
Years of experience
Human resources (HR) departments have undergone a rapid evolution in the last five years. Once viewed as a support function that delivered employee services, HR is now being asked to help lead the digital transformation sweeping organizations worldwide. This shift is happening rapidly, as HR leaders are being pushed to take on a larger role in helping to drive the organization to “be digital,” not just “do digital.”
In today’s digital age, organizations increasingly turn to digital transformation to improve their operations and stay ahead of the competition. Companies use digital technologies to streamline HR processes, improve employee experience, and boost productivity.
In today’s digital age, organizations increasingly turn to digital transformation to improve their operations and stay ahead of the competition. Companies use digital technologies to streamline HR processes, improve employee experience, and boost productivity.
Need for Digital Revolution In HR
HR digitisation is becoming increasingly crucial as firms attempt to keep up with technological improvements and shifting employee expectations. Digital transformation in HR can result in enhanced efficiency, a better employee experience, and better data analytics. Companies who invest in digital HR can expect to earn up to three times more revenue per employee than those that do not. HR departments must be represented at the digital transformation table, and adopting a digital HR strategy that connects with overall business goals is critical for success.
HR departments must improve in areas that have a direct impact on the success of these programmes, such as leadership, culture, skill development, and change management. The biggest trend for managing a remote/hybrid workforce in 2023 will be the continued rapid convergence of the workplace and technology, as well as the digital disruption of the HR department. According to a report “Companies across the United States are actively seeking technology solutions to help centralise processes, keep tabs on employees, and create and sustain a virtual culture of visibility, transparency, and responsiveness.”
HR departments must improve in areas that have a direct impact on the success of these programmes, such as leadership, culture, skill development, and change management. The biggest trend for managing a remote/hybrid workforce in 2023 will be the continued rapid convergence of the workplace and technology, as well as the digital disruption of the HR department. According to a report “Companies across the United States are actively seeking technology solutions to help centralise processes, keep tabs on employees, and create and sustain a virtual culture of visibility, transparency, and responsiveness.”
The Struggle of Disparate HR Information System
Many HR teams struggle with legacy or disparate human resource information systems (HRIS) due to various reasons. Legacy systems are one of the top barriers to digital transformation, with 52% of companies citing it as a challenge. Legacy systems are often outdated and difficult to integrate with new technologies, which can hinder the adoption of new HR technologies. Adopting new HR technologies is a step in the right direction, but without a digital HR strategy to guide HR professionals, they will be floundering in the dark as they adjust to new technologies and workflows.
Developing a digital HR strategy is a possible solution to overcome the challenges of legacy or disparate HRIS. A digital HR strategy can guide HR professionals as they adjust to new technologies and workflows and help them achieve the organization’s goals and objectives. By embracing digital transformation, HR departments can drive organizational success in the digital age. A unified HR platform, which integrates all HR-related data and operations into a single system, is an option for organisations to examine. This can provide a more complete view of personnel data and enable more simplified HR procedures.
Developing a digital HR strategy is a possible solution to overcome the challenges of legacy or disparate HRIS. A digital HR strategy can guide HR professionals as they adjust to new technologies and workflows and help them achieve the organization’s goals and objectives. By embracing digital transformation, HR departments can drive organizational success in the digital age. A unified HR platform, which integrates all HR-related data and operations into a single system, is an option for organisations to examine. This can provide a more complete view of personnel data and enable more simplified HR procedures.
Digital Transformation Strategy for HR
Digital transformation can benefit HR by increasing efficiency, improving the employee experience, providing better data analytics, and improving compliance. To lead the digital HR strategy, HR professionals must identify and align clear goals with business objectives. They should have the knowledge and skills to leverage technology and data to drive change and feel confident leading the digital transformation strategy.
To create a successful digital transformation strategy for HR, organizations must first identify the pain points and needs in their HR processes and set specific objectives. They should also assess their current technology and infrastructure to identify gaps and limitations.
Once goals and objectives are set, the organization can select appropriate technology solutions such as HR management systems, learning management systems, and performance management software. A roadmap must then be developed, outlining steps and timelines for implementation while ensuring employee engagement for strategy alignment.
To lead the digital HR strategy, HR professionals must identify and align clear goals with business objectives. They should have the knowledge and skills to leverage technology and data to drive change and feel confident leading the digital transformation strategy.
A successful HR digital transformation strategy requires a holistic approach focusing on people, processes, and technology. By embracing digital transformation, HR professionals can create a more efficient, engaging, and effective workforce that drives organizational success in the digital age.
To create a successful digital transformation strategy for HR, organizations must first identify the pain points and needs in their HR processes and set specific objectives. They should also assess their current technology and infrastructure to identify gaps and limitations.
Once goals and objectives are set, the organization can select appropriate technology solutions such as HR management systems, learning management systems, and performance management software. A roadmap must then be developed, outlining steps and timelines for implementation while ensuring employee engagement for strategy alignment.
To lead the digital HR strategy, HR professionals must identify and align clear goals with business objectives. They should have the knowledge and skills to leverage technology and data to drive change and feel confident leading the digital transformation strategy.
A successful HR digital transformation strategy requires a holistic approach focusing on people, processes, and technology. By embracing digital transformation, HR professionals can create a more efficient, engaging, and effective workforce that drives organizational success in the digital age.
Embracing Change for Organizational Success
As organisations continue to adapt to the digital age, HR departments must develop new skills and embrace innovative technology. A forward-thinking HR function is important to long-term success. To accomplish this, HR departments must have a more holistic perspective of the organisation and embrace digital transformation. This includes using digital HR systems, utilising data analytics, and automating HR operations. HR workers must also learn new skills to keep up with the changing landscape and drive business growth. By embracing digital transformation, HR departments may become a strategic partner in achieving organisational success in the digital age.
Role of IT in Digital Revolution of HR
As emerging technologies such as AI and automation revolutionise the way HR operates, IT integration in HR is becoming increasingly important. Companies pursuing long-term success recognise the necessity of digital transformation. IT is a vital component of digital transformation and must actively shape the process’s direction. By recognising the value of human resources in this process, organisations may use technology to improve business outcomes and acquire a competitive advantage in the digital age.
The Mandate of Communication and Collaboration
Communication and collaboration are important best practices for implementing digital transformation in HR successfully. Throughout the digital project, regular and transparent communication with all stakeholders is critical to building interest, understanding, and buy-in. It is critical to continuously engage employees and business partners in workplace evolution. Employee experience is crucial in the digital workforce to avoid cost increases, reduced security, and organisational friction.
Prioritising leadership, culture, and an in-depth understanding of how people operate, how they want to be employed, and where they want to go are all critical. Technology is only a means to an end, and it is critical that technology never takes the lead. To achieve a successful digital transformation, it is necessary to begin with the people, culture, and procedures. This means that companies should start with leadership, culture, and the way their people work.
Prioritising leadership, culture, and an in-depth understanding of how people operate, how they want to be employed, and where they want to go are all critical. Technology is only a means to an end, and it is critical that technology never takes the lead. To achieve a successful digital transformation, it is necessary to begin with the people, culture, and procedures. This means that companies should start with leadership, culture, and the way their people work.
Integrating or Moving Beyond the HRIS
HRIS systems are no longer viewed as standalone tools, but rather as an important component of a company’s IT infrastructure. Businesses have begun to recognise that employee data can provide useful insights into their key performance indicators (KPIs) and future planning. As a result, there is a greater emphasis on integrating HRIS with other business software to provide a more comprehensive perspective of organisational data. Many HR providers have made efforts to facilitate integration by offering open API keys, specialised devOps teams, and pre-existing relationships and integrations.
Some businesses, however, are going beyond the constraints of HRIS systems and turning to solutions such as HCM, HRMS, and ERP platforms, which provide more powerful payroll and business analytics capabilities. These HRIS software trends illustrate the need for organisations having a complete HR management solution that can integrate HR data into their larger technological infrastructure. With hundreds of HR providers providing solutions, businesses have lots of options to meet their changing demands.
Some businesses, however, are going beyond the constraints of HRIS systems and turning to solutions such as HCM, HRMS, and ERP platforms, which provide more powerful payroll and business analytics capabilities. These HRIS software trends illustrate the need for organisations having a complete HR management solution that can integrate HR data into their larger technological infrastructure. With hundreds of HR providers providing solutions, businesses have lots of options to meet their changing demands.
Conclusion
The function of human resources departments in organisations is fast evolving as a result of digital transformation. Companies are turning to digital technologies to simplify HR operations, increase employee satisfaction, and promote productivity. HR departments must design a digital HR strategy that is aligned with the overall business goals of the organisation and prioritises collaboration and communication with other departments. Because of the incorporation of emerging technologies such as AI and automation, IT integration in HR is critical. Legacy or disjointed HRIS systems are a key barrier to digital transformation, and a digital HR strategy can help HR professionals overcome these obstacles. Communication and teamwork are critical best practices for HR digital transformation success. HR departments may become key partners in achieving organisational success in the digital age by embracing digital transformation.
Case Study
Standardising Global HR Processes with Oracle HCM of Global Pharma
The implementation of Oracle HCM Suite provided a comprehensive solution for the global HR challenges faced by Global Pharma. The suite enabled the organisation to standardise HR processes and data management across all countries, resulting in improved consistency, accuracy, compliance, and data-driven decision-making.
Case Study
How Fruit of The Loom addressed Global Payroll challenges across 8 countries using PCL Global Payroll on Oracle HCM Platform
The implementation of Oracle HCM brought significant benefits to Fruit of the Loom. The scalable design allowed them to efficiently acquire two companies with over 700 employees. Processes such as benefits, new starter, leaver, leave payment, and OT and shift differential payment were streamlined. Compliance management for tax reporting improved, with better review processes and audit data availability…
Case Study
Riverside increases employee engagement, reduces payroll sign-off time, and realises a return on investment in less than six months using Oracle HCM Cloud
Technology
BGC Partners transformed HRIS and 22 payrolls in just four months with 99.82% accuracy
BGC Partners overcame payroll issues with an integrated, end-to-end Oracle Cloud HCM resulting in significant time savings, allowing focus on strategic initiatives.
Case Study
Social housing company transforms talent management processes and improves employee experience with Oracle
The Riverside Group is one of the UK’s leading registered social housing providers, with over 3500 employees and over 75,000 homes
