By | Namrata Harish | www.jobsforher.com
If you’ve been working in the HR space, or even interested in Human Resources, then you would have definitely heard of Digital HR.
It is the next big trend to be seen in People Management. The transformation of a typical HR department into Digital HR is the need of the hour.
However, there are also many common misconceptions about Digital HR, leading to fears and concerns among women who may be interested in the field but apprehensive about following down the digital path.
JobsForHer organised a Live Expert Chat with Nivedita Chandra, Founder, ValueMined Tech, who has been working in the HR field for more than 20 years and founded ValueMined Technologies with the aim of helping companies implement Digital HR strategies to improve their employee experience.
Here are some excerpts from the Expert Chat video:
What is Digital HR?
Digital HR is the optimisation of a process in which technologies like AI, analytics, mobile and even social media strategies are combined to make HR more relevant to the needs of modern organisations and their employees.
“True Digital HR takes the human resources department out of the bounds of an organisation into all the digital spaces where the employees and candidates operate or exist, be it social media, e-commerce, or various other channels,” Nivedita explains.
Most often, we confuse it with digitised HR, where the implementation of an HR information system is considered enough to bring the department to the 21st century. But honestly, the automation of HR processes cannot add enough value to the human resources field any more.
Find out more about jobs in HR here.
How is Digital HR Different From General HR?
General HR activities are quite static — they usually work based on the roadmap from ‘hire’ to ‘retire’. A job opening is created, then people are interviewed, and recruited, then they go through the regular employee cycle, after which performance management is, and benefits & compensation taken care of.
So, it’s purely operational — all these processes can be managed manually by a small company, and through a HR information system that can manage the day-to-day operations in a larger company. The job description of a run-of-the-mill HR executive is to keep the lights on, make sure that the system is running with the data of the people stored safely within.
Digital HR, however, involved deriving value from that data, or from the people themselves. When companies can see that their people management problems cannot be solved by a HR generalist, or just a digitised HR system, they need to go a step beyond and implement a Digital HR strategy.
“Digital HR transformation in a company will involve asking questions one would never have associated with the field before, but are increasingly relevant now: Does your HR department have a social media strategy to get candidates? Have they created an employee brand? How are they using analytics to reach out to prospective candidates and employees?” Nivedita says.
Earlier, these areas were solely under the domain of marketing, because the targets were only clients or customers. Now, it’s an all-out strategy for HR to be present in all spaces where prospective candidates or employees will be and to create a brand and attract good talent.
Once people know about your organisation and its culture, people will apply to your job openings, because they will want to work with you.
Read more about building the skills required for HR here.
How to Implement a Digital HR Strategy
A Digital HR strategy is useful at all stages of an employee lifecycle.
You first use Digital HR to create a brand presence and put out job postings. Then, you might have a thousand job applications for a few job openings, so how do you evaluate who the best candidate is? How do you sieve through all those resumes to get good quality candidates? Here, you need to implement some Digital HR solutions like artificial intelligence algorithms to find who the best candidates are.
Once you have identified potential candidates, how do you ensure that they are glued on to your organisation? Digital HR has strategies like pre-boarding, onboarding, gamification and a lot of other tools that you can implement to make sure the candidate joins your organisation.
When your candidates have now become employees, you need to keep them motivated to learn more. How do you manage their training and performance, and encourage them to take control of their progress?
“Most of us in HR know how dull it is to get training done as per requirements, and what a tough task it is for an HR person to make sure there is 100% compliance, and that all the employees have completed their training within the stipulated time. In Digital HR, we look at options of how to improve this, either through gamification or introducing rewards, etc., to take charge of the problem pockets and implement the latest technologies to fill these gaps,” Nivedita adds.
In the Expert Chat, Nivedita also addresses concerns by many women in the HR field over whether their careers are going to stay the same or change drastically.
“This has always been an area of concern in any field that is going digital. The worry is that digitalisation will change our jobs in such a way that we may no longer be relevant. But time has demonstrated that as technologies change, jobs evolve, and tech becomes a more meaningful addition to your job. It’s not the end of your career. You just need to evolve in your role,” Nivedita emphasises.