In order to meet the challenges posed by digital technology, companies are adapting to a completely redesigned way of working. Today, collaboration, hybrid management methods and agility illustrate this change. To conduct this, companies are deploying numerous digital tools, establishing a new culture and renewing their processes. The HR function plays a driving role in the success of this transformation, which promises to improve performance, flexibility and growth. Discover what are the challenges of digital transformation of the HR function as well as the resources at its disposal in order to be part of this renewal.
Digital transformation of the HR function: definition
The context of change that is changing businesses has naturally redesigned the role of managers, but also that of HR professionals. La digital transformation of the HR function requires them to develop a strategic vision, in order to adapt to new ways of working that are less hierarchical and promote autonomy and mobility.
The HR function is at the forefront in guiding employees in the face of these new forms and working conditions, which are completely redesigning the organizational structure of companies. At the same time, the digital transformation of the HR function takes the form of the adoption of digital solutions dedicated to the implementation or automation of one or more processes specific to the business.
The challenges of the digital transformation of the HR function
To meet the challenges of digital transformation of the HR function, professionals in the field must take up a double challenge: the digitalization of tools and the automation of processes as well as change management in the face of the upheavals caused by new ways of working at the managerial and organizational levels.
An evolution of HR processes and tools
La digital transformation of the HR function and new digital solutions have changed the way of approaching certain missions in the business. In particular, automation makes it possible to avoid time-consuming processes with low added value. This technology, which facilitates the daily life of HR professionals, is at the origin of the strategic shift in the function, which benefits from more time to devote to rewarding and impacting tasks.
But it is also the very way of conducting certain tasks that has been changed: the advent of social networks, for example, has considerably multiplied the channels for sourcing candidates. Finally, the development of innovations such as virtual reality makes it possible to offer new experiences that are more immersive and close to the reality of work environments, especially in the field of training.
Customized support in the face of new ways of working
The second part of the digital transformation of the HR function is perhaps the most challenging; the digitalization of businesses has brought new ways of doing work and democratized teleworking and mobility. The hybridization of work has also made instantaneity and ultra-connection a norm. However, employees who have to be ever more available can quickly deplore the consequences of this uninterrupted flow of communications due to an increasingly pronounced vagueness between professional and personal life.
In order to prevent these risks and to promote well-being at work, the HR function is responsible for giving priority to access to relevant information intended to streamline the internal communication. It must also adapt to the new requirements of employees, who want more follow-up and personalization. HR professions must respond to this by providing them with greater support in their skills development and in the development of career plans.
The tools for the digital transformation of the HR function
La digital transformation of the HR function — intended to increase efficiency, precision, security and interactivity — operates in all layers of the business: for recruitment, training or even document management. Discover some examples of technologies deployed in human resources departments.
Dematerialization tools
Among the range of tools deployed to conduct the digital transformation of the HR function and dematerialize the procedures, we find:
- The badge maker: streamlines exchanges between employees and HR, allows employees to track their leave requests and allows HR to send personalized communications;
- The safe: materialized in the form of a personal digital space accessible to the employee, the employer transmits the pay slips there in a completely secure manner;
- Document management software: to centralize and classify all HR documents relating to an employee in a secure file that is accessible to him;
- Electronic signature: to remotely automate the signing of a large volume of documents on all media (contracts, amendments, balances, etc.).
Internal communication tools
In response to hybrid working methods and their challenges, the HR function can take advantage of the functionalities of a internal communication software innovative. This makes it possible to work for the continuity of the transmission of information to employees in the field and remotely, thanks to an impacting, relevant and fluid communication. With the Cenareo solution, HR professionals benefit from technology that adapts to all types of screens — screens, PCs, smartphones — in order to guarantee the digital inclusion of all employees at all times. To respond to the founding axes of its internal communication strategy, the company and the HR function ensure to deliver unified communication to develop commitment and productivity, and promote a positive social climate.
Cenareo is the internal communication solution that allows you to meet the challenges posed by digital transformation of the HR function and businesses. Create and manage your internal communication campaigns easily by taking advantage of the integration of Cenareo into all the collaboration and daily work tools of your employees.
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