The digital transformation of the HR profession
HR digital transformation #1: recruitment
The evolution of digital tools has revolutionized HR recruitment methods. Classified job ads in the press are gradually giving way to online job offers. Today, companies mostly recruit via online job boards such as HelloWork or Indeed or even social networks. LinkedIn, for instance, offers a wide range of recruitment solutions. It is fast, cheaper, more efficient, and better targeted. HR must therefore seize these new media for a recruitment 4.0, encompassing information technology, communications, and software!
HR digital transformation #2: training
Training has evolved with the development of digital technology. E-learning and MOOCs facilitate access to training and training methods. Autonomy and the sharing of experiences are emphasized, so that employees can choose the training that suits them, progress at their own pace, and exchange with other employees or professionals in the same field. For their part, HR can offer targeted, less expensive training and circulate information more easily.
HR digital transformation #3: employee experience and administrative management
Today, Quality of Life and Working Conditions and the employee experience are at the heart of the challenges facing modern companies. Digital tools help to improve the employee experience and meet employee expectations. The advantages are numerous: limiting administrative processes, being able to share information, exchanging in real time, etc. The HR function has a decisive role to play in the employee experience, since it centralizes procedures, facilitates administrative management, and offers digital solutions.
HR digital transformation #4: communication
In the space of a few years, HR communication tools have completely changed and the digital transformation has accentuated this phenomenon. To enhance the company’s image and reputation, HR can use the digital resources at their disposal, such as websites, customer reviews, and social networks. From this point of view, the digital evolution offers more proximity with customers and colleagues, providing increased transparency and enabling the company to develop a wider communication strategy.
Reconciling people and digital technologies: the challenge of the HR digital transformation
Faced with these new missions and issues, the challenge for HR is to reconcile people with new digital technologies. To do this, HR can offer digital tools to employees, develop innovative approaches, and participate in the reinvention of work habits through digital solutions.
Contrary to popular belief, digital tools allow the HR department to refocus on its core task: people. Digitalization also allows companies to automate time-consuming and non-value-added tasks. This means that HR has more time to devote to its core, people-focused assignments by moving from an administrative role to a strategic role that drives change. Digital technology offers the HR profession the opportunity to reinvent itself by taking a leading role with employees.
HR departments must therefore find their own model to effectively participate in the company’s outreach and productivity, while accompanying it in its digital transformation. Administrative management tools are essential to move from an administrative to a strategic role. The benefits are real: simplified processing of administrative tasks, reduced information loss, fewer errors, all HR needs covered, and time saved.
By choosing appropriate and efficient digital tools, HR can focus on its core people-focused role, leading the digital transformation of the company’s other functions and supporting employees in this process.
The Keeple leave management solution is easy to use and its interface will make your paid leave and absences management more time-efficient and transparent. Information and schedules are shared with teams and managers. Export to payroll software is automatic and KPI indicators are available to facilitate reporting.
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