The digitalization of the human resources department is one of the most discussed trends in the HR industry – nothing surprising given the accelerated pace of digital transformation that has marked the last few years.
HR professionals have a duty to keep themselves updated with the digital solutions that have the potential to bring benefits to the companies in which they operate. So, with the multitude of digital solutions available in the market, how can an HR professional develop a relevant digital perspective?
The first steps in digitalization
First, the HR professional must answer the question “Why?” – why do I want to implement this software or this digital solution? Before throwing themselves into radical transformations, the HR specialist must identify the need or the problems in the company that they want to solve with that solution. In this process, the needs of employees must always come first – when the focus is on people, the results are always amplified. Thus, the digital perspective can start by simply identifying the issues that need to be solved or the processes that need to be made more efficient.
The second question that HR professionals need to answer in order to develop a digital perspective within the company is: “How fast should the implementation of this solution be, to consider it a success”? An organization must give each process enough time to demonstrate its value. For example, an implementation period of about three or four months is sufficient to determine whether or not a new digital tool can have a positive contribution to the company’s database. Each professional must decide, after the test period, if the digital solution in question benefits the company or if changes are needed for optimal operation in relation to the particularities of the company.
The financial perspective
For a relevant digital perspective, HR professionals must also have a clear vision of the financial benefits that digital solutions bring to the company. Digitalization objectives must always be consistent with business objectives. The success of a digital transformation can be measured by the financial benefits it brings to the business, such as reducing hiring costs or attracting a suitable candidate just by using recruitment software.
The development of a digital perspective in HR is also closely related to the mindset of leaders who may be more or less open to innovation. Managers and HR professionals have the responsibility of digital transformation. It is essential that they are equipped with a high capacity for adaptability, curiosity and willingness to constantly improve their digital skills.
Digital transformation is fundamental to the success of the HR department. Making the best use of automation can help make the company’s time and resources much more efficient. Organizations that invest in HR digitization save a lot of time and financial resources in the long term, thanks to the simplification and improvement of processes. Essentially, HR technology is adopted to reduce costs, improve traditional processes and employee experience. All of this is becoming increasingly important as companies compete to attract talent.
Smartree is a company well-known for its efforts in developing innovative digital HR solutions. It has developed a SaaS software platform that meets all the needs of an HR department. MyStaff is a software platform that allows the definition, storage and implementation of complex business flows and rules, scalable to any human resources department through a number of modules such as: MyStaff Payroll, MyStaff Personnel, MyStaff Time, MyStaff Recruitment, MyStaff Expenses, MyStaff Training and MyStaff Notifier.