Human Resources has certainly had its challenges in 2017, and over the course of the year, I’ve been working in a range of areas, including:
- The speed and agility to recruit, develop and re-skill through digital employee operations, digital learning operations and digital talent.
- Enabling organizations to transition to simple, automated and connected HR, primarily enabled by Human Capital Management Systems (HCM) such as Workday and SuccessFactors.
- Facilitating organizations with the tools to manage an increasingly transient workforce.
- Designing and updating outdated and outmoded target operating models, with the right roles needed for organization success.
- Fixing poor employee experience in getting the basics right.
- Bringing consumer experience into the employee space.
But if you’re already on the road to digital transformation of your HR function, there are three trends you should consider in 2018:
Technology only does what you tell it to
This old chestnut still holds true. You can only design and set up your technology for what you want it to achieve. But if you didn’t have a design that delivers on your goals, or if the purpose of your technology isn’t aligned to the business, then take a step back and reassess the transformation.
The capability for a business to grow is in organization development – the design and transformation of people, processes, and technology. However, even if you have a new HCM system, growth requires real transformation of your digital employee offering and target operating model.
Assess where are you now versus where the business needs you to be with a Digital HR maturity assessment from a dedicated HRO provider.
Big data and artificial intelligence
With investment in simplification and the connection of systems delivering data, the power of this data in the consumer market has led to disruptive models and industries. You only have to look as far as Facebook, Airbnb, Uber, Lyft, and LinkedIn for some excellent examples.
In 2018, this data will be the basis for machine learning, where machines can learn what creates success in a company based on the data derived from performance and potential with algorithms. This is a game changer and will disrupt organizational development in a big way. Instead of designing competencies, career paths and programs, machines will start to define the offerings for employee success.
Digital transformation requires data transformation for AI, taking your analytics to AI and assessing and structuring your data with algorithms that continually learn about your people.
Virtual agents in HR
Analysts are surprised when they learn that virtual agents exist in HR! While this function is generally in the early adoption stage in most companies, in 2018 I see a determined push for what is now a norm in the business-to-consumer experience (B2C) to a business-to-employee (B2E) experience. More disruptive technologies such as Watson, blockchain and commerce with an employer branding orientation will be fused into the B2E space.
Digital transformation requires employer branding transformation and a shift to a service based on your customer experience.
To find out more about how Capgemini’s Digital Employee Operations and Digital Employee Helpdesk can improve your HR function and employee satisfaction, and provide a digital HR maturity assessment, contact: firstname.lastname@example.org