Last updated on
2024年7月5日
How do you align your HR strategy with your digital transformation goals?
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Before you can align your HR strategy with your digital transformation goals, you need to understand what skills, competencies, and behaviors your workforce needs to succeed in the digital era. You can use various tools and methods, such as competency frameworks, skills audits, gap analysis, and workforce planning, to assess your current and future talent needs. You also need to consider the impact of automation, digitalization, and innovation on your existing roles, functions, and processes, and how you can reskill, upskill, or redeploy your employees accordingly.
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Technology should add meaning and efficiency to our delivery in any field. For HR, understands the scope of your work and expectations in your role. Advance your approach to digital skills that may ensure you work more competently and efficiently. Use gap analysis to figure out needed skills, develop them and deploy. Continuous learning and upskilling will define your relevance.
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To align HR strategy with digital transformation goals ??: 1. Identify the impact of digital transformation on workforce needs and skills ??. 2. Develop a digital-ready workforce through training and development programs ??. 3. Adopt digital HR tools and technologies to streamline processes & improve efficiency ??. 4. Implement flexible and agile HR practices to support a digital work environment ??. 5. Foster a culture of innovation & continuous learning to drive digital transformation success ??. By aligning HR strategy with digital transformation goals, organizations can create a workforce that is equipped to embrace change and drive business success in a rapidly evolving digital landscape ??. #HR #DigitalTransformation #FutureOfWork
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HR department's current capabilities include technology skills, data analytics proficiency, and change management expertise, begin with Identifying any gaps that need to be addressed to support the digital initiatives goals of your organization. This could include improving efficiency, enhancing customer experience, or developing new digital products/services.
Your employee value proposition (EVP) is the set of benefits and rewards that you offer to your employees in exchange for their contribution and performance. It reflects your organizational culture, values, and purpose, and helps you attract, retain, and engage your talent. To align your HR strategy with your digital transformation goals, you need to define your EVP in a way that reflects your digital vision, mission, and strategy. You also need to communicate your EVP effectively and consistently, using digital channels and platforms, to showcase your employer brand and reputation.
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No se trata de llenar a las personas de herramientas, beneficios y recompensas por hacerlo; se trata de usar lo que las personas desean y lo que podemos aportar. Las plataformas digitales ayudan en la medida que tenemos un esquema claro, también aportamos si reducimos la resistencia a la tecnología.
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Comúnmente implementamos infinidad de acciones para nuestros trabajadores, pero estas pasan desapercibidas o son poco valoradas y esto ocurre en empresas de todo tipo y tama?o, cuando no conocemos a nuestro personal antes de planificar, proponer y ejecutar nuestra EVP. Por eso es importante primeramente identificar prioridades, estilos de vida, costumbres, necesidades, gustos, objetivos, metas, personalidades, condiciones actuales personales y familiares de cada uno de nuestros trabajadores; y con ello alinearlo a los objetivos y esencia del negocio, para de esta manera ser efectivos en nuestra propuesta
One of the key challenges and opportunities of digital transformation is the need for continuous learning and development. As a HR leader, you need to foster a learning culture and strategy that supports your employees to acquire and update the skills and knowledge they need to thrive in the digital environment. You can do this by providing a variety of learning opportunities and resources, such as online courses, webinars, podcasts, mentoring, coaching, and peer learning. You also need to encourage and reward your employees for their learning efforts and achievements, and measure the impact of learning on your business outcomes.
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Developing a truly continual learning culture is most effective when an open mindset & lifelong learning is role modelled by the C-suite. When the senior execs proactively engage with upskilling sessions, learning modules & development programmes - the whole company wins. This is not only an HR kpi, strategy & digital transformation needs to be a whole leadership team focus.
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Develop a culture where continuous learning is valued and supported. Offer diverse digital learning resources and recognize learning achievements, ensuring employees are equipped with the latest digital skills and knowledge
Digital transformation also offers you the opportunity to leverage digital tools and data to enhance your HR processes and practices. You can use digital tools and data to automate and streamline your HR operations, such as recruitment, onboarding, payroll, performance management, and employee feedback. You can also use digital tools and data to improve your HR decision making, by using analytics, dashboards, and artificial intelligence to generate insights, identify trends, and predict scenarios. By leveraging digital tools and data, you can increase your HR efficiency, effectiveness, and agility.
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Las herramientas digitales representan una gran opción en la eficiencia de TH a nivel de todos sus subsistemas, siempre recomiendo inicialmente aún cuando no se tenga un software adquirido, estandarizar el mayor número de tareas repetitivas a través de plantillas, intranet, correspondencias automatizadas, y procedimientos estandarizados, comunicados y delegados; así la operatividad diaria se reduce. Por otro lado se puede digitalizar encuestas de satisfacción/desempe?o, inducciones a través de canales privados, incluir dinamismo de participación en capacitaciones, evaluaciones cognitivas en línea, calificación de test parametrizados, feedback y reconocimientos en línea, comunicaciones virtuales, estadísticos programados, entre otros
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Para este proceso las herramientas deben estar bien contextualizadas, también usar herramientas ágiles y con interfaces agradables para los usuarios; evita esos mecanismos que saturan a las personas. Los modelos de inteligencia artificial y de maquinas que aprenden nos ayudan a automatizar los procesos, es fundamental tener educación en manejo de datos para aprovechar.
Finally, to align your HR strategy with your digital transformation goals, you need to engage and empower your employees throughout the change process. You need to communicate your digital vision, strategy, and goals clearly and frequently, using various channels and formats, to create awareness, understanding, and buy-in among your employees. You also need to involve your employees in the design and implementation of the change, by soliciting their feedback, suggestions, and ideas, and giving them autonomy and ownership over their work. By engaging and empowering your employees, you can increase their commitment, motivation, and satisfaction.
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Foster collaboration and co-creation by involving employees in goal-setting and strategy development. Empower employees with autonomy to experiment with digital approaches in their work. Utilize transformational and level 5 leadership to inspire and motivate employees.
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Communicate your digital transformation goals clearly to all employees, involving them in the process. Provide platforms for feedback and ideas, and empower them with decision-making roles to foster a sense of ownership and engagement in the digital journey
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Para lograr el verdadero involucramiento de los trabajadores indistintamente de su generación, jerarquía y área, es ideal poder trabajar un plan de cultura con campa?as intencionales respecto a nuestra estrategia; donde podamos hacer del trabajador el protagonista de la historia, siendo ellos mismos el principal influenciador en el respaldo de todos los demás. Así logramos involucrar a todos, sin la imposición que genera rigidez ante los cambios. Adicionalmente el hacerlos partícipes de decisiones, opiniones, feedback, celebración de victorias, conocimiento de status y alinear sus aspiraciones personales/profesionales a los beneficios de nuestra estrategia; todo esto en conjunto hace que el personal acepte y promueva el cambio propuesto.
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Una de las experiencias más complejas es cuando se hacen migraciones a plataformas, de un proveedor a otro, lo que hace que la lógica de las personas cambien porque el sistema cambió. Desde esta perspectiva, a mi me ha sido útil capacitar y tener vídeos abiertos para que las personas resuelvan dudas.
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