Digital tools and data drive HR today, transforming the HR IT landscape by offering solutions that have changed the game for organizations and employees. Thanks to technology, HR teams have access to innovative approaches to essential functions like recruitment, performance reviews, career development, employee engagement, compensation and benefits, and more. This shift allows HR pros not only a seat at the table to talk big-picture digital and workplace transformation, but also to pivot their role within the company for greater value-add. Let’s take a deep dive into five digital services that have helped lead the HR IT charge.
Deloitte recently released its annual Global Human Capital Trends report, and the 2017 version put out a direct call to HR pros and business leaders. The call was simple. Deloitte called out gaps at the convergence of technology, businesses, policy, and individuals—gaps it called direct opportunities for HR specifically to help both organizations and employees. In short, Deloitte called for HR to “rewrite the rules.” They’re right; HR is in a prime position to deliver solutions that move teams and companies forward—but how? The answer lies in digital HR, also called HR IT.
What digital HR functions, specifically, can help turn the gaps created by tech and the changing workforce into opportunities created by tech and used by the changing workforce? Figure 1 from Accenture provides a glimpse, breaking down five core HR functions—more on that in a minute—and showing just how many digital opportunities exist to transform and improve upon the fundamental roles of HR. In short, the more colored dots, the more opportunities for digital solutions that inspire growth. And, if you ask me, that’s a pretty colorful graphic.
Figure 1. Source: Accenture
Now that you’ve seen the big picture, let’s get micro. It’s time to examine the five digital services, as identified by Accenture, and discuss how they’re creating new approaches for typical HR functions:
The benefits of leveraging HR IT are evident on a theoretical level, but it’s important to note this discussion is far from theoretical. These advances are being made now, and staying ahead of the game is table stakes to not only HR success, but organizational success. There was a lot to ponder in Deloitte’s report, but one observation stuck out to me: “The big trend in 2017 is that these solutions are business driven, not internally HR focused.” That could not be more true. There is a strong business case—not just an HR case—for each of the five approaches outlined above, and it’s only getting stronger.
Remember, digital HR not only helps meet business objectives, but it also helps your bottom line, too. Hilton Worldwide, for example, was recently named as a Digital Disruptor for, in part, using cognitive technology and a video interview platform to shorten its hiring time from 42 days to an incredible six days. What did that mean for the company? It allowed the organization to streamline hiring, building teams across its locations in 90 countries a whopping 85 percent faster. Now, if you’re thinking digital HR might not be worth it, that example should make you think again.
What role does digital play in the HR landscape at your organization? Can you do more? I’d love to hear your comments.
Additional Resources on This Topic
The Impact of Technology on HR and What’s Ahead
How Strategic HR Drives Digital Transformation
This article was first published on FOW Media.
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