Nowadays, there are a hundred and one different software options for every different business functionality.
It doesn’t matter if its sales, marketing, or finance — pretty much every department of an organization can benefit from a digital transformation to automated processes.
That is just as true in human resources as it is anywhere else. Digital HR is the future. By giving your employees access to digital HR resources and forgoing the traditional pen-and-paper avenue, you’ll greatly increase ease of use for your employees to take advantage of HR functionality and improve the HR brand.
In this article, we’ve got a list of the six stages in digital HR transformation that your business needs to be aware of.
1. Pick the Right Software
First things first: you need to pick the right software, or everything goes kaput. In order to make the most out of digital HR, you need to pick the software that caters to the right aspects of your business. Not all software is created equal; some are better choices for bigger, modern companies, while others are the right choice for a mom-and-pop store.
Figure out what features you prioritize, and shop software accordingly.
2. Start With Onboarding
The digital HR process should start with onboarding. Very little apart from the document gathering part of the onboarding process should use physical paper. Instead, everything else should be made digital.
This includes allowing direct deposit as a payment strategy, filling out employment forms online, and conducting orientation using video resources.
3. Integrate with Mobile
In 2020, mobile is still king. To provide your employees with the best experience possible, you need to integrate with mobile and provide mobile app onboarding. This will enable your employees to leverage your HR resources even as they are on the go.
4. Make Data-Driven Decisions
One of the principal benefits of digital HR is the ability to collect new data about your employees and how they use HR resources than ever before. With this data, you can now make data-driven decisions about how to implement your human resources department and if you need to change anything about your company structure.
5. Create Buy-in from the Top Down
A digital HR transformation won’t be all sunshine and rainbows. After all, change is hard. In order to ensure that your employees change along with your HR department and don’t react negatively to the transformation, you need to create buy-in at the very top.
If the leaders are advocating for and promoting the transformation, that will automatically trickle down the layers to all the employees.
6. Brand the HR Department
Last but not least, take this opportunity to brand the HR department. Few employees have a positive image of human resources. They’re typically seen as the anti-fun department of “no”. Use this opportunity to change that perspective by demonstrating how your HR department is partnering with employees to make access to resources easier.
Digital HR Transformation, Made Simple
With this simple guide to digital HR transformation, you’re all ready to start implementing it into your organization. Best of luck!
For more business advice, be sure to check out the rest of the articles on the website!