• Home
  • About Us
  • Contact Us
  • Privacy Policy
  • Special Offers
Business Intelligence Info
  • Business Intelligence
    • BI News and Info
    • Big Data
    • Mobile and Cloud
    • Self-Service BI
  • CRM
    • CRM News and Info
    • InfusionSoft
    • Microsoft Dynamics CRM
    • NetSuite
    • OnContact
    • Salesforce
    • Workbooks
  • Data Mining
    • Pentaho
    • Sisense
    • Tableau
    • TIBCO Spotfire
  • Data Warehousing
    • DWH News and Info
    • IBM DB2
    • Microsoft SQL Server
    • Oracle
    • Teradata
  • Predictive Analytics
    • FICO
    • KNIME
    • Mathematica
    • Matlab
    • Minitab
    • RapidMiner
    • Revolution
    • SAP
    • SAS/SPSS
  • Humor

Digital HR: What Got You Here May Not Help You Move Forward

June 1, 2018   SAP
283573 GettyImages 184313999 Digital HR: What Got You Here May Not Help You Move Forward

Our fascination with digital technology has opened up Pandora’s box – and no matter how much we resist, we can never go back. Everything from how and when we communicate, collaborate, and engage with each other to what we expect to gain from those interactions has been fundamentally rewired. And we may have even reached a point of no return, where today’s reality is unlike anything that was seen in the past and will not be experienced again in the future.

Nowhere is this new truth more evident in small and midsize businesses than in the HR function. According to  the SAP report, “SAP Digital Transformation Executive Study: 4 Ways Leaders Set Themselves Apart,” supported by Oxford Economics, 47% of HR executives from companies of this size expect digitalization to further evolve talent management over the next two years.

The more things change, the more they (don’t) stay the same

So far, these changes in the workplace have been nothing short of stunning. More women (but not enough!) are in leadership positions. More nontraditional contingent talent is hired for critical roles. More millennial – and even younger – talent is integrated throughout the business.

But digitalization is not yet done changing the world of work – and I dare to say that it may never be. An increasingly digital workplace presents many more opportunities to tap into the best talent regardless of gender, age, socioeconomic demographic or disability, and then develop their skills and nurture them for leadership roles.

The pool of workforce perspectives, skills, and experiential preferences continue to broaden, which can be challenging to keep up with. To succeed over the long term, HR organizations need to look beyond 2020 to anticipate how hyperawareness of the potential of all people and technologies transforms the workforce 5, 10, and even 15 years from now.

The workforce is evolving – and so must HR

The Oxford Economics executive study, “The Transformation Imperative for Small and Midsize Companies,” revealed that digital investments are expected to significantly impact HR strategies for the retraining of existing managers and employees. In some ways, HR organizations are already seeing this shift as they ask themselves four critical questions:

  • What traditional approaches to workforce learning are not resonating anymore as people begin to rely more on their digital devices?
  • How can we deliver learning programs that are meaningful and nondisruptive?
  • Which leadership skills will be needed to move the business forward?
  • Do we have employees who can be further developed to help deliver the future vision of the company?

Consider a common pastime that nearly three-quarters of the world’s population enjoys: watching a favorite show through a streaming service, such as Netflix or Hulu, on a mobile device. Very rarely do I just watch an episode anymore. I am looking at pop-ups to learn trivial details about the guest stars, recurring actors, and filming events. And sometimes, I go as far as using a second device to look up more information to find out which upcoming movies or shows will feature the actors I like.

This growing trend is reflective of how people worldwide prefer to learn and where the opportunity to gain new insight and knowledge resides (hint: it’s everywhere). Employees want to challenge themselves by acquiring new skills and extending their current capabilities to new areas. But whatever the learning experience, they want it to be as nondisruptive as possible.

HR organizations that consider the long view of their digital strategy are beginning to overcome the unpredictable and omnipresent nature of learning. Companies can integrate skill-building opportunities into every day work experiences. For example, embedded chatbots can guide employees in real time. The workforce can quickly learn how to use a new application; discover best practices for better decision-making; and retrieve information to answer questions, analyze insights, and engage with colleagues meaningfully and effectively.

By being less event driven, learning becomes a streaming interaction that is highly personalized. HR organizations can leverage this innovative approach to sense how employees perform day to day and to identify precisely the skills they need now, the potential they could offer in the future, and the best path to move them forward.

Digital HR needs to go along for the ride

If HR plans to stay in the long-term game as a strategic partner for business growth, the workforce experience has to be as great as the digital interactions that we experience at home. And just like leading brands are working to deliver next-generation customer experience, HR must deliver next generation employee-experience to build a workforce that is ready for the future.

Join us at SAPPHIRE NOW to find solutions to the growing pressure of delivering engaging and meaningful employee experiences. Be sure to check out a range of insightful demos, thought-provoking keynotes, and inspiring customer stories such as:

Let’s block ads! (Why?)

Digitalist Magazine

digital, forward, help, Here, Move
  • Recent Posts

    • We were upgraded to the Unified Interface for Dynamics 365. Now What?
    • Recreating Art – the unexpected way
    • Upcoming Webinar: Using Dynamics 365 to Empower your Marketing and Sales Teams with Digital Automation
    • Center for Applied Data Ethics suggests treating AI like a bureaucracy
    • Improving Dynamics 365 Data Integrations with Alternate Keys
  • Categories

  • Archives

    • January 2021
    • December 2020
    • November 2020
    • October 2020
    • September 2020
    • August 2020
    • July 2020
    • June 2020
    • May 2020
    • April 2020
    • March 2020
    • February 2020
    • January 2020
    • December 2019
    • November 2019
    • October 2019
    • September 2019
    • August 2019
    • July 2019
    • June 2019
    • May 2019
    • April 2019
    • March 2019
    • February 2019
    • January 2019
    • December 2018
    • November 2018
    • October 2018
    • September 2018
    • August 2018
    • July 2018
    • June 2018
    • May 2018
    • April 2018
    • March 2018
    • February 2018
    • January 2018
    • December 2017
    • November 2017
    • October 2017
    • September 2017
    • August 2017
    • July 2017
    • June 2017
    • May 2017
    • April 2017
    • March 2017
    • February 2017
    • January 2017
    • December 2016
    • November 2016
    • October 2016
    • September 2016
    • August 2016
    • July 2016
    • June 2016
    • May 2016
    • April 2016
    • March 2016
    • February 2016
    • January 2016
    • December 2015
    • November 2015
    • October 2015
    • September 2015
    • August 2015
    • July 2015
    • June 2015
    • May 2015
    • April 2015
    • March 2015
    • February 2015
    • January 2015
    • December 2014
    • November 2014
© 2021 Business Intelligence Info
Power BI Training | G Com Solutions Limited