Why digital transformation plans need to utilise HR better


This century it was not named for anything the century of speed. If we are talking about education, construction, IT, medicine or about any other work domain, all of them are facing the change consequences. In this century, and talking more specifically, in the last two decades, the internet took control and everyone who wants to develop his business has to face and adapt to all the “updates” asked by the reality from the current market from his expertise.

So we are at the point where everybody who has a respectable business is talking about digitalization. Most of the biggest companies in the world, no matter what they are doing, they implemented or tried to implement digital transformation plans. The main purpose is to assure more efficient and with lower costs the development of the company.

But like with any other new thing that somebody is trying for the first time, the success it’s not guaranteed by the first try. In the case of digitalization, there are many unknowns that are still causing troubles to those who are fighting to implement it on their business, even if the process is a constant progress and analysts are working day and night to fig out the solutions.

Why do digital transformation plans need to utilize HR better? This is the “trend” question from everybody who’s interested to find the key for a “smooth” digitalization of his activity. And the answer given by the analysts in charge is that HR is the engine of each and every one of the companies.

Like we said before, we are living in the century of speed where the millennials are and will be the majority on the work market. And the problem is that they come with some really big expectations from their working place. One of the most important is to have a permanent and continuous learning opportunity and personal development opportunities. So that’s HR job, to find and recruit the best of them, if the entire idea is still related to the quality of the employee.

Along with digitalization, HR was affected because, for example, in most of the companies the payment services are already digitized. So HR rolls changed and they can be used for a better purpose that can more easy the change process with whom is fighting each company that’s facing digitalization.

So instead of waiting for HR to die during the digitization process, the owners of the companies should speculate their potential to work with the remaining employees. The HR consulting¬†specialists should become in charge of the change management process and they should be taught how to be the promoter of the company. More exactly they should learn if they don’t know already how to value the power of marketing and publicity.

And last but not least HR should be responsible with the internal communities of the companies so in the end to make also possible the growth of the engagement level of the remain employees. And we referred at some point in this article to the millennials. They are good but difficult to handle. So along with a “clean” recruitment process, HR should be responsible for a very strategic plan of employees management.

So, even if they like it or not, digitalization can’t be done without people. More, people and the HR department can be the key to the implementation of digitalization.

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