A HR digital transformation requires organisations to make vast amends to the way it functions. Leaders and employees would need to change their thought process and act with higher data orientation.
An HR digital transformation requires organisations to make vast amends to the way HR functions. Leaders and employees would need to change their thought process and act with higher data orientation. Digital transformations use technology to replace many manual transactional HR processes, and help to create a ‘system of records’. This data allows leaders to make strategic and sustainable decisions and helps organizations prepare for the challenges of the future workforce.
In this document, we shall start by discussing the human resource life-cycle. We then discuss employee engagement - the phenomenon of improving employee experience at every stage of employment and understand how technology can enhance it. Next, we walk through the various aspects of HR transformation, along with a SWOT (Strength, Weakness, Opportunity and Threats) analysis and PESTEL (Political, Economic, Social, Technology, Environment and Legal) analysis.
We then take a quick look at the HR technology products, both established and upcoming. A unique section on Change Levers in HR transformation will explain how transformation in this space will be driven in the future.
In this guide, you will learn more on
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