{"id":5457,"date":"2017-02-08T10:36:14","date_gmt":"2017-02-08T10:36:14","guid":{"rendered":"https:\/\/glocalthinking.com\/digital-transformation-what-can-be-done-from-hr\/"},"modified":"2021-08-31T10:39:26","modified_gmt":"2021-08-31T10:39:26","slug":"digital-transformation-what-can-be-done-from-hr","status":"publish","type":"post","link":"https:\/\/glocalthinking.com\/en\/digital-transformation-what-can-be-done-from-hr\/","title":{"rendered":"Digital transformation: what can be done from HR?"},"content":{"rendered":"

By Enrique Sala Pascual, HR consultant<\/em><\/p>\n

<\/p>\n

There\u2019s been lots of buzz and debate on digitization and digital transformation and today everybody accepts it\u2019s here to stay. It\u2019s pretty obvious that companies that don\u2019t factor in this digital ecosystem will have difficulties surviving.<\/p>\n

There\u2019s also growing consensus that HR\u2019s role ideally positions it for rolling out a digital strategy on this basis, so long as this comes with a transformation process.<\/p>\n

This involves HR shifting from being the custodian or manager of transactional  processes to becoming a digital business partner \u2014 either fully or partially \u2014 where HR behaves digitally and sets an example to the rest of the organization as well.<\/p>\n

But the conundrum is that no one has a truly clear vision of what role HR should play in digital transformation \u2014 especially if it is to be successful and smooth throughout the organization.<\/p>\n

Tackling this HR conundrum <\/strong><\/h2>\n

So on this basis, the best way forward is to take a better look at the \u201cWhats\u201d and \u201cHows\u201d of HR\u2019s role for the digital transformation of the entire company. Using this approach, we will encounter at least three aspects to digitalization based on these time-old core questions that need to be clarified repeatedly, just to make sure that HR is always aligned to the company\u2019s goals:<\/p>\n

    \n
  1. What digital transformation does the company take on and why?<\/li>\n
  2. What should HR do to support the company\u2019s digital transformation?<\/li>\n
  3. How can the HR function be transformed and evolved?<\/li>\n<\/ol>\n

    Back to basics, defining digital transformation<\/strong><\/h2>\n

    Before tackling these questions, based on our experience, we find that it\u2019s important to first properly define the concept of \u201cdigital transformation\u201d to make sure that all stakeholders in the transformation are on the same page.<\/p>\n

    So, for example, on The 2014 State of Digital Transformation<\/em><\/a> the digital analyst on disruptive technology Brian Solis<\/a> states that digital transformation is about: “The realignment of, or new investment in, technology and business models to more effectively engage digital customers at every touch point in the customer experience lifecycle.”<\/p>\n

    This implies that digital transformation is based on defining a technology-enabled business model that is competitive and focused on efficient digital customer interaction. In other words, what I am going to do with my company in a digital world at all levels (products, processes, services, suppliers, partners, customers …), and of course, at the same time, generate added value for the company and its stakeholders, right from investors through to customers.<\/p>\n

    Even though digital transformation is a hackneyed topic with boundless definitions to be had, all of them clearly coincide on two key points: digital transformation is more than just a project, and it does not imply only implementing digital tools. So let\u2019s take this over to the HR field itself.<\/p>\n

    HR as a champion for digital transformation<\/strong><\/h2>\n

    So based on the definition we used together with the \u201cWhats\u201d and \u201cHows\u201d with these two key points, the HR conundrum can be disentangled by looking at it from the HR\u2019s perspective: what must HR do to champion the digital strategy? That\u2019s because ultimately HR\u2019s mission is to ensure that the company has the necessary resources at the time and place it needs them to create competitive edge in the market. The difficulty isn\u2019t so much about being innately aware of this, but more about being able to execute successfully and in a timely manner, while shouldering the emotional load involved in managing people.<\/p>\n

    Once HR recognizes what its challenges are in the new digital environment, then it is ready to drill down and tackle the next level of key problems which are best analysed by HR asking themselves the following questions:<\/p>\n