The rapidly evolving technological landscape brings about many changes to the HR world.
The following are 3 areas HR has to focus on as a result of digitisation:
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Restructuring of the organization to allow for digital transformation
- In order to fit technology into the business model, HR has to map expected future technological capabilities to the different areas in the organisation.
- They have to align their strategy to what their organisation aims to achieve through increased use of technology, as well as decide what capabilities are required to drive such innovation.
- After which, they will have to assess the gap between current and future roles in the organisation and create an agile process to shift the company towards improvement through digitization.
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Attracting the digitally talented
- Digitisation allows for mobility. In order for organisations to stay attractive in the newer technologically advanced world, policies for internal and global movements is a must to show the company’s support for transferable competencies in the digital economy.
- HR also has to portray the organisation to be one that is able to keep up with the times; one that is successful in using innovative solutions, and is able to support their employees technological growth.
- By promoting the company, HR is able attract a larger talent pool, which increases the chances of finding the best fit for the organisation.
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Ensure digital competence amongst organization leaders
- Digitally competent leaders are key in paving the way for digital transformation in an organisation.
- They tend to have amazing foresight and a visionary mindset, and are able to decide on digital initiatives while developing solutions to potential disruptions in the technological world.
- Leaders first have to embody an entrepreneurial spirit in order to continually innovate, as well as harness a champion mentality to engage with different stakeholders and promote the new digital organisation.