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BENEFITS OF DOCUMENT
Digital HR Strategy
Achieving Sustainable Transformation in the Digital Age
1. Benefits of digital HR
2. Transformation Traditional to Digital HR
3. 5 Key Steps for HR Digital Transformation
4. Step 1 : Establish a clear goal
5. Step 2 : Bringing the people together
6. Step 3 : Selecting the right technology
7. Step 4 : Create a culture of digitalization
8. Step 5 : Evaluate Digital HR
9. Six stages of Digital Transformation
10. What to consider when choosing an HR system
11. An easy-to-use and flexible HR system
12. Technology that supports and benefits all
13. High data security
14. Cloud systems for time-efficient HR processes
15. A clear cost structure
16. HR software selection tips
17. Assemble a cross-disciplinary buying team
18. Identify potential vendors
19. Send a request for proposal (RFP) to the shortlist of vendors
20. Read case studies
What is Digital HR?
Digital HR is the digital transformation of HR services and processes through the use of social, mobile, analytics and cloud (SMAC) technologies.
It is meant to improve both employee experience and organizational success by transforming the HR function from paper-based, reactive and time-consuming to digital-first, mobile and optimized.
Benefits of digital HR
• Digital HR can improve HR processes by using analytics to determine what is and is not aligned with HR strategy.
• Duplicative systems can be streamlined, for example, HR and learning systems, into one portal.
• Using a mobile-first strategy can help deliver a better employee experience to job candidates and workers by making HR self-service and other processes easier to use, and in turn improve engagement and retention.
• Cloud HCM and talent management systems can streamline processes across the employee life cycle, lower costs and enable integration of modern tools and technologies, such as AI.
5 Key Steps for HR Digital Transformation
1. Establish a clear goal
To establish value creation from transforming HR, ask yourself the following questions to define the goal of digital transformation:
Will it make things easier for everyone involved or affected by the process?
Is this goal measurable?
Will it have a positive financial impact on the business?
It is important to link the transformation goal to the business goal. Business value is what determines the success of a digital transformation project. For example, the goal could be to reduce the cost per hire and thus reduce overall business expenditure.
2 : Bringing the people together – bringing everyone on board in the organization is essential because HR digital transformation affects the HR team and the organization. So getting people on board is critical for the success of the transformation process.
3 : Selecting the right technology – old redundant systems have to be replaced using the best technology. Upgrading is needed, especially with the continuously evolving technology.
4. Create a culture of digitalization
Creating a culture of digitization is essential to HR's digital transformation. Automated solutions shouldn't just be used for their own sake but instead, be used to enhance human abilities.
In most cases, companies do not get it right on their first try.
Organizations that succeed in their transformation projects are those that are open- minded and willing to take risks. You need a team that is capable of learning, unlearning, and relearning new processes.
Thank you for your attention.
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Source: Best Practices in Digital Transformation, Human Resources Word: Digital HR Strategy Word (DOCX) Document, UJ Consulting
ABOUT THE AUTHOR: UJ CONSULTING
Untung Juanto ST., MM. Founder of UJ Consulting. He is professionally experienced business and management consultant in several local and multinational companies. [read more] He has an experience in managing an effective and efficient company with various approach methods adapted to different industries because He had a career from the lower management level as Supervisor before finally being at the top management level. His Top Management experience started from the position of General Manager, VP Operation, HR Director and Business Development Director
He completed his undergraduate education majoring in Architecture at Diponegoro University, Semarang, Central Java, Indonesia. After that, He continued to Master of Management level majoring in Human Resource Management with cum laude predicate with a GPA of 3.94 at Mercubuana University, Jakarta, Indonesia.
His last work experience as Deputy President Director at Hutahaean Group in charge of 14 business units engaged in various industries including CPO Production, Oil Palm Plantation, Cassava Plantation, Tapioca flour production, 4 and 5 star hotels, waterparks, golf courses and housing with a total of employees more than 3,000 employees.
His biggest achievement was in 2021 when He served as Deputy President Director at Hutahaean Group Indonesia by increasing the company's revenue from IDR 700 billion to IDR 1.1 trillion (y/y) and increasing the profit margin by more than 20%. Doing a turn around on business units that have lost in the last 5 years become profits. In addition, He have also succeeded in creating an efficient and effective management system by redesigning the Business Process Management (BPM), reviewing Standard Operating Procedures (SOP) and Work Instructions and compiling the appropriate Key Performance Indicator Management (KPIM) to increase employee productivity.
He is currently active as a part-time business and management consultant (online) at Enquire Corp. and Flevy Corp. In addition, He also teach part-time at several universities for courses in strategic management, human resource management, project management, entrepreneurship and business.
UJ Consulting has published 167 additional documents on Flevy.
This business document is categorized under the function(s): Organization, Change, & HR
It applies to All Industries
File Size: 374.6 KB
Number of Pages: 12
Related Topic(s): Digital Transformation Human Resources
Purchase includes lifetime product updates. After your purchase, you will receive an email to download this document.
Initial upload date (first version): Jan 14, 2023
Most recent version published: Jan 14, 2023
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