Obstacles to personal transformation
Contrary to popular belief, most of the obstacles to digital transformation have nothing to do with HR technology.
I. Acquisition of lesser partners
A top-down approach is essential for successful change because top management support provides the internal input, approval and budget necessary for successful HR change.
II. Clear goals are missing
Organizational clarity is essential in defining and measuring strategy-related change objectives. For example, if the goal is to attract talent, then the key is to increase user awareness; Reducing the number of new employees by, say, 20% is a very clear goal.
III. Lack of users
Employers resist change management for a variety of reasons, such as lack of top management, inappropriate location selection, or inadequate training. The goal of digital transformation is to create an end-to-end digitally agile HR function. But the key to achieving this goal is a structured approach.
HR designs for digital HR applications
Here are the key steps to achieving all employee transformation goals:
I. Performance analysis
According to a survey, nearly half of HR leaders said current HR tools are more of a hindrance than an improvement EX. To start, it’s important to evaluate how performance metrics and AS-IS HR processes align with industry best practices. You need to analyze whether HR transformation solutions and existing business systems can be integrated. Current analysis can eliminate roadblocks in the process, such as delayed employee salaries.
II. Define the digital HR vision
Organizations should set measurable and meaningful goals for future HR efforts. All senior management and stakeholders need to determine these goals together. For example, one goal might be to reduce payroll processing time by, say, 15%. The purpose of goal setting is to find and focus on unique aspects as part of the HR strategy.