Technology has completely redefined the role of a human resources manager. HR tech industry meaning we can see that digital innovation in HRM is the way to go . With th ever-increasing importance of computer tools in human resource management and the ever-increasing computerization of personnel administration.
would it not be necessary to redefine the basic skills of a human resource manager following what we call digital innovation in HRM?
We will explore this question in a series of articles.
HR Fields impacted by digital changes
Human Resource is one of those industries which do not quite make their way into science fiction books. In fact, no kid grows up thinking of revolutionizing the technology inside this particular market. Traditionally, HR was always viewed as a paper-intensive, non-innovative area. An area where salary decisions are made, people get hired or fired and where team building sessions are organized. But behind the scenes, the industry is changing and incorporating technology at a rapid pace. Even though it wasn’t designed for HR to start with.
“Digital HR” is the new professional nomenclature for those HR departments that embrace these new technologies. To have a better understanding of how much of an impact technology has in human resources management, it seems accurate to present the disruptive technologies that are changing the HR field in dramatic ways.
Specific changes in HR processes
As we already stated before, no one can imagine a world without the internet nowadays, his smartphone to make his daily purchases, book his next trip or simply to make a bank transfer. But what about HR? Why and how do digital innovations impact HR processes?
how does HR become digital?
The entire HR process has been undergoing a digital transformation for the past ten years. With fully interconnected individuals sometimes using technologies often more advanced than those provided by the company itself, HRM had better not miss this digital evolution. We can list few examples digital changes in HR processes.
Digital recruitment innovation
One of the first major evolutions concerned the recruitment and more particularly the diffusion of job offers. From a paper model in the newspapers of our parents 15 years ago, we moved to a full web model. A model with the creation of job boards. All this has accelerated over the last 5 years. The massive arrival of social networks (LinkedIn, Viadeo, Twitter) to moving us into the era of recruitment 2.0 .
Today, the challenge HRDS are facing is mobile recruitment. The generation Z wants to be able to inquire and apply directly. They want to use their mobile without necessarily having to send their CV… That generation also requires more direct dialogue with recruiters, with recruiting managers. Far from the corporate communication of yesteryears, this generation knows the codes of advertising. They wants to know what is behind promises of beautiful employer brands. This has upseted the tools currently used by recruiters (offer multicast platform, career page on social networks). Beyond that, it is also the traders that have changed, with the creation of HR community manager positions.
E-learning and online learning
New practices have been born with the digital innovations.
E-learning is defined as “education via the internet, network, or the standalone technology that allows a student-centric computer. E-learning is essentially the network-enabled transfer of skills and knowledge.” It’s an experience which gives the learner ultimate control. Online learning offers significant benefits to any organization that has the technology to support it and the wherewithal to invest in online learning infrastructure. Online learning is well suited to provide standardized training to an entire dispersed audience. This is a serious digital innovation in HRM.
Cloud enabled Talent Management as a digital innovation in HRM
Talent management is an HR-specific term that is the key to understanding HR’s role. We groom and develop talent. The combination of talent management system functions with cloud- computing provides a powerful alternative to the asset-heavy legacy systems which require more than one system to perform the same functions as a talent management system. We can see the cloud version of talent management is a viable alternative to using several systems to handle the full range of HR functions.
In the next article will focus on how a HRM can help his organization manage these technological changes.
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