5 keys for human resources digital transformation in 2021
"Companies have been driving their digitalization in the wake of the pandemic, and their CEOs anticipate an increase in the areas that will be affected by this process," according to the study 'CEO Outlook 2020: COVID19' published by KPMG.
What you must take into account for a human resource digital transformation
Analysis of needs
"Before implementing a tool or adjusting a new way of working, it is crucial to evaluate what is really needed. Knowing the problems will allow solutions to be found on a case-by-case basis."
- Remote working.
- Work flexibility.
- Not being able to engage as before.
- Ways to care for the physical, mental and emotional health of their teams.
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Evolution towards a more strategic and agile department
The digital transformation of HR helps us to speed up the day-to-day necessary procedures in people management. We are talking about how administrative tasks, with the right tools and technology, could be more agile.
- Vacation requests.
- Employee absenteeism measurement.
"Automating these processes offers us the possibility of focusing the department's resources and time on what is really important: people."
Choosing a computerized HR management system
According to the study “Accelerating the path to HR 3.0”, conducted by IBM’s Institute for Business Value, 75% of Human Resources directors worldwide indicated that cloud and data analysis will be a priority for their businesses in 2022.
"The choice of an appropriate "Human Resources Information System" will facilitate the work of the HR department."
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It simplifies matters to have all the documentation in a single system. In addition, this tool offers the option to quickly update the organizational chart and the personnel directory in no time.
Development of the talent selection area
"Through artificial intelligence, we can preselect profiles and respond quickly to people interested in working with us."
Transformation of training and development of people
Technology has also drastically changed the way we train and develop the competencies of the team. Two examples of this are seen with the “Learning Management System” and “Learning Experience Platform.”
Micro-learning is the best solution for busy employees to share and retain information and enable to transfer knowledge from short to long term memory.
They also allow us to monitor the evolution of a team and quickly obtain a report of the training carried out as well as the level of satisfaction of the employees.
Final conclusions: change your mindset to change the way you work
In conclusion, technology gives us the opportunity to centralize and manage all the information and insights of our team in a single system. In short, it helps us to perform data analysis and make objective decisions based on the conclusions drawn.