Transformation of HR

Source: Google Images

A fast changing environment has caused a change in the role of HR from an Administrative function to a Strategic Business Partner where technology has changed the way the organisations used to store employees data, analyse employees performance, etc.

According to Dave Ulrich, the digital HR journey of any company involves four phases:

1. HR efficiency -  In this phase, companies invest in and build technology platforms that efficiently manage HR processes.
2. HR effectiveness - In this phase, technology is used to upgrade practices in people, performance management, etc.
3. Information - In this phase, data is accessible, and people analytics is leveraged to create business insights.
4. Connection/experience - In the final phase, digital HR is leveraged to create connections between people. Social networks are leveraged, experiences between people are created, and technology enables a stronger feeling of belonging.

Source : Google Images

Technology has evolved the HR practices in a more efficient work system : 

HR Analytics has boomed in the recent years with constant use of software's like Tableau, SPSS, SAS, Python, R, etc which has led to a better visualization of the employee driven data and has caused a benefit for the organisations to function with an interactive data dashboards for the ease of HR functionality.

Data Analysis of employees performance was dependent on personal assessments and obvious standards, which now has evolved with the recent Competency assessment tools such as Assessment centers, Behavioral incident techniques, etc along with the alignment of performance of an employee with that of the organisation.

Artificial Intelligence is beginning to slowly creep into the roles of job recruiters. Companies are using machines to scan work samples,view social media posts, and analyze facial expressions on behalf of HR managers. A large sector of the new era of digital marketing, new machine algorithms can aid businesses in finding the right and wrong people for corporate positions. 

Thus, Digital HR is a process optimization in which social, mobile, analytics and cloud (SMAC) technologies are leveraged to make HR more efficient, effective, and connected. In other words, it’s a tectonic shift in the way Human Resources function.

Supriya Bhandari
MBA in HR || Digital Marketing