The HR eco system promises even more changes: War for talents will be even tougher in the upcoming years. At the same time Generation Y is no longer willing to sacrifice their private lives for careers. Global competition reduces margins and increases cost pressure. Innovation and creativity are more important than ever in quickly changing markets that are themselves also more and more “digitalized”. The good news is that digital transformation helps to solve these contradicting challenges in creative and new ways.
Digital technologies support flexible ways of work. More part time, more home office, more mobility, more creative and regenerative zones in buildings, no personal desks, focus on results, decreasing relevance of working time and working location. These and other concepts can only be made real with the help of digital technologies. If used intelligently they lead to healthier, more satisfied and therefore more productive contributors. Of course these new ways of work require new forms of leadership.
Also in marketing and recruiting employers need to elaborate even more digital competencies if they want to be found and not be forgotten by candidates. There is a gap between interest and contact in times of digital information overload. High speed, process automation and creative solutions are key to tackle these challenges. The intelligent integration of all internal and external digital channels – especially the social networks – is a big challenge. Big Data technologies will help to identify and address potential candidates directly. Also the “digital image” of a company influences decisions of – especially younger – candidates: Is this company able to make modern and flexible job offers?
Last but really not least all internal HR processes like HR development, compensation & benefits, health management etc. will be radically facilitated by new IT solutions. Cloud based talent management systems have been changing the game in recent years and this change is still in progress or even just about to start in many companies.
The consequences affect many fields of HR management. Though non of these developments are brand new, the HR digital transformation now shifts from experimental years to real-life mode. Matured technologies are one reason for this shift. Another reason is the the cultural change in society. With each new entering generation companies become more digital. We outlined the changing process in six „new ways“:
- New ways to work: Mobile and home working as well as flexible working models help HR to hire promising candidates and balance a lack of workforce in specific regions.
- New ways to learn: Internal and external online knowledge and competence platforms along with new software solutions finally enable effective e-learning and collaborative innovation.
- New ways to hire: Social media needs to be handled actively in the recruiting process. Intelligent software helps with this.
- New ways to collaborate: Decentralized teams become more efficient and productive with new collaborative solutions.
- New ways to develop people: Cloud-based intelligent talent management solutions make basic HR work much more efficient and possible in a digital world.
- New ways to compensate: In a decentralized working environment old compensation and benefits models don’t work properly anymore and need to be replaced with new solutions.