Digital Transformation (DTX) Playbook - Chapter 9 Human Capital Management & Digital Mindset

Empowering Your Workforce with Advanced Human Capital Management Systems and Digital Mindset.

In today's dynamic business environment, the strategic management of human capital is pivotal to organizational success. Modern Human Capital Management (HCM) systems, especially those enhanced by Generative AI, are transforming the workplace by integrating key functions such as Talent Acquisition, Talent Development, Talent Management, Performance Management, Compensation & Benefits Management, Diversity, Governance, Risk, Compliance (GRC), and Employee Excellence.

?In this Chapter, we will learn about the following:L

1.????? HCM Employee Excellence

2.????? How Core Values are used in Performance Management?

3.????? What is a Digital Mindset to create Employee Excellence?

4.????? What is HCM and how does it help with Employee Excellence?

HCM Employee Excellence

HCM systems powered by AI foster a culture of excellence by recognizing and rewarding high performance. They help identify high potentials and leaders, ensuring that achievements are acknowledged and that employees feel valued and motivated.

HCM includes HR, Talent Acquisition, Talent Development, Talent Management, Compensation & Benefits, GRC, and quipped with Generative AI capabilities is not just a technological upgrade but a strategic advantage. These systems offer comprehensive insights and automated processes that enhance decision-making, improve employee engagement, and ultimately drive superior business outcomes. As we embrace these innovations, we pave the way for a more efficient, inclusive, and thriving organizational culture.

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How do you incorporate CORE VALUES, Job Performance, and OKRS in the Performance Management program of your company?

Incorporating core values (HOW?), job performance (WHAT?), and Objectives and Key Results (RESULTS?) into a company's performance management program creates a holistic system that aligns individual goals with the overall mission and strategic objectives of the organization. Here’s a step-by-step approach to effectively integrate these components:

1. Define and Communicate Core Values

First, clearly define the core values that embody the essence of your company’s culture and mission. These values should be communicated effectively and consistently across the organization. Ensure that every employee understands these values and how they translate into daily operations and decision-making processes. Use workshops, training sessions, and internal communications to reinforce these values. HOW you perform you work as an important as WHAT and RESULT you get.

2. Align Job Performance Metrics with Core Values

Job performance should be assessed not only based on the outcomes and results achieved but also on HOW these results were achieved. Incorporate core values into performance evaluations by defining specific behaviors and actions that exemplify these values in various roles.

3. Set Clear OKRs

Objectives and Key Results should be set at various levels (organizational, team, and individual) to ensure alignment with the company's strategic goals. OKRs should be specific, measurable, achievable, relevant, and time-bound (SMART).

Organizational OKRs set the overall direction and are communicated to the entire company.

• Team OKRs translate these larger objectives into more specific goals for each team.
• Individual Player OKRs break down team OKRs further, specifying what each employee is expected to achieve.
• Like in sports arena – teams and players want to know if they are winning or losing!

4. Integrate OKRs with Job Performance Evaluations

When evaluating job performance, consider how well employees are meeting their individual OKRs. Are they achieving the key results as expected? HOW are they contributing to team and organizational objectives? This integration ensures that performance reviews are tied directly to measurable outcomes and strategic business goals.

5. Use Performance Management Tools

Leverage performance management software to track and manage performance reviews, OKRs, and feedback. These tools can help automate the setting of objectives, tracking of progress, and gathering of 360-degree feedback, which can be valuable for comprehensive evaluations.

6. Regular Check-ins and Feedback

Instead of relying solely on annual performance reviews, incorporate regular check-ins between managers and employees throughout the year. These meetings are opportunities to discuss progress on OKRs, provide feedback on job performance, and realign on priorities if necessary. They also allow for timely recognition of achievements and adjustments of objectives as required.

7. Training Managers and Employees

Train managers on how to effectively set OKRs, provide constructive feedback, and evaluate employees in a manner that reflects both job performance and adherence to core values. Employees should also be trained on how to set their own OKRs and gather feedback.

8. Recognition and Rewards

Develop a recognition and rewards system that reinforces core values and outstanding performance in achieving OKRs. This could include public acknowledgment, bonuses, promotions, and other incentives.

9. Continual Improvement

Finally, regularly review and refine your performance management processes. Gather feedback from employees and managers about the effectiveness of your OKRs, the relevance of your core values, and the fairness and accuracy of your performance evaluations. Use this feedback to make ongoing improvements.

By integrating core values, job performance, and OKRs, a performance management program can more effectively drive business success, enhance employee engagement, and foster a culture that aligns with the company's strategic objectives. This holistic approach ensures that employees are not only focused on what needs to be achieved but also on how it should be achieved in a way that strengthens the company culture.

Building a Global Digital Mindset Workforce

A digital mindset refers to a way of thinking that is adaptive, open to utilizing technology, and oriented towards leveraging digital tools and innovations to solve problems and improve processes. It encompasses the readiness to embrace change, particularly in how work is performed and how businesses interact with their customers and stakeholders using digital means. Here’s how a digital mindset can be cultivated and how it helps build a global digital mindset workforce:

Characteristics of a Digital Mindset:

• Agility: Willingness to change and adapt quickly.
• Curiosity: Desire to explore new technologies and digital trends.
• Collaborative: Preference for working in teams and sharing knowledge digitally.
• Innovative: Looking for new ways to apply technology in problem-solving.
• Customer-centric: Focusing on how digital tools can enhance customer experience.

Here’s how organizations can foster a digital mindset and promote a culture that supports a globally connected digital workforce:

1. Continuous Learning and Training: Encourage and provide continuous learning opportunities, particularly in digital skills and emerging technologies. This can be facilitated through online courses, workshops, and regular training sessions, ensuring that all employees, regardless of location, have access to the same resources.
2. Leveraging Technology for Collaboration: Utilize collaborative tools that support teamwork across different geographies and time zones. Platforms like Microsoft Teams, Slack, and Zoom enable communication and project management in a digital environment, fostering a culture where digital tools are the norm. see Chapter 4 – Productivity & Collaboration Tools & Chapter 5 - Employee Empowerment Excellence & Modern Workplace.
3. Promoting Digital Leadership: Develop leaders within the organization who not only understand digital tools but also promote and embody a digital-first approach in their management style. These leaders can inspire and mentor others in adopting a digital mindset.
4. Encouraging Innovation and Experimentation: Create an organizational culture that rewards taking risks and experimenting with new digital solutions. Encourage ideation and innovation across all levels of the organization by providing platforms for sharing ideas and implementing pilot projects.
5. Data-Driven Decision Making: Cultivate an environment where decisions are made based on data derived from robust digital systems. Training staff to analyze and interpret data can lead to more informed, strategic decisions that align with global trends and needs.
6. Adopting Customer-Centric Approaches: Use digital tools to better understand and meet the needs of customers globally. This involves utilizing customer relationship management systems, analytics, and digital feedback tools to enhance customer interaction and satisfaction.
7. Promoting Flexibility and Adaptability: In a rapidly changing digital world, flexibility is key. Encouraging an adaptive approach to work and problem-solving helps the workforce remain resilient and responsive to new challenges and technologies.
8. Global Networking and Exposure: Provide opportunities for employees to engage with different markets and cultures digitally. This could be through virtual global meetings, cross-regional projects, or digital internships that expose employees to a variety of perspectives and business practices.
9. Emphasizing Security and Ethical Practices: As digital tools become more integrated into daily workflows, it's essential to focus on cybersecurity and ethical implications of digital technology. Training and policies should ensure that all employees understand their role in maintaining security and upholding ethical standards.
10. Measuring and Rewarding Impact: Establish metrics to evaluate the impact of digital initiatives and reward contributions that enhance the digital transformation of the organization. Recognizing and rewarding these efforts can motivate employees to continue engaging with digital tools and practices.

By developing a digital mindset among employees, organizations can ensure that their workforce is prepared to leverage digital technologies effectively. This capability is crucial in building a responsive, innovative, and competitive global workforce, ready to tackle future challenges and opportunities in an increasingly digital world.

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What can Talent Management Digital platform do for employee excellence?

A Talent Management Digital Platform can significantly enhance employee excellence by streamlining and optimizing various human resources processes. These platforms leverage technology to create a more engaging, productive, and fulfilling work environment, directly contributing to the professional growth and satisfaction of employees. Here’s how they can foster employee excellence:

1. Personalized Development Plans

Digital platforms allow for the creation of personalized development plans tailored to the specific needs, strengths, and career aspirations of each employee. These plans can include targeted training, workshops, and continued education opportunities, which help employees enhance their skills and knowledge.

2. Performance Management

Advanced talent management platforms include tools for more effective performance management, such as setting clear goals, providing regular and constructive feedback, and conducting comprehensive performance reviews. This helps employees understand their progress and areas for improvement, motivating them to achieve higher standards.

3. Career Pathing

These platforms can help employees visualize their career trajectory within the organization through clear career pathing tools. Employees can see potential future roles and the competencies required for those positions, which encourages them to work towards their career goals within the company.

4. Recognition and Rewards Systems

Recognition and reward features incentivize high performance and acknowledge employees’ efforts and achievements. These systems can boost morale and increase job satisfaction, leading to higher employee retention and a more committed workforce.

5. Increased Engagement

Digital platforms often include tools to enhance engagement through better communication, collaboration, and social interaction among team members. Higher engagement is closely linked to improved productivity and overall happiness at work.

6. Succession Planning

Talent management platforms facilitate effective succession planning by identifying and preparing high-potential employees for future leadership roles. This not only ensures the leadership pipeline is filled but also motivates employees by showing them the growth opportunities available.

7. Analytics and Insights

With built-in analytics, these platforms can provide valuable insights into employee performance, engagement levels, and development needs. This data-driven approach allows managers to make informed decisions that support employee excellence.

8. Streamlined Administrative Processes

By automating routine HR tasks like attendance tracking and leave management, these platforms free up time for HR professionals to focus more on strategic initiatives that support employee and organizational growth.

9. Feedback Mechanisms

Effective feedback mechanisms, including 360-degree feedback, allow employees to receive constructive feedback not only from their supervisors but also from peers and subordinates. This comprehensive feedback can lead to significant improvements in professional behaviors and skills.

10. Flexibility and Work-Life Balance

Many digital platforms offer tools that support flexible working arrangements and better work-life balance, such as remote work capabilities and time management tools. This flexibility can lead to greater employee satisfaction and productivity.

Overall, talent management digital platforms provide a comprehensive suite of tools that help organizations nurture their workforce, leading to enhanced employee excellence, retention, and alignment with business goals. These platforms enable a more strategic approach to human resources management, shifting the

What can Talent Development Digital platform do for employee excellence?

A Talent Development Digital Platform is essential for cultivating employee excellence within an organization. By leveraging technology, these platforms can deliver personalized learning experiences, career development opportunities, and enhance overall employee capabilities. Here’s how a Talent Development Digital Platform can drive employee excellence:

1. Customized Learning Pathways

Digital platforms enable the creation of customized learning pathways that align with the individual goals and skills of each employee. By using data on past performances and career aspirations, these systems can suggest relevant courses, certifications, and training programs, making professional development highly relevant and targeted.

2. Continuous Learning Environment

With on-demand access to learning resources, employees can continuously improve their skills at their own pace and convenience. This accessibility helps maintain an ongoing learning culture within the organization, which is critical for adapting to new challenges and technologies in the workplace.

3. Skills Gap Analysis

Talent development platforms can analyze skills across the organization, identifying gaps and providing insights into the areas where training is needed. This ensures that training efforts are focused and effective, directly enhancing the capabilities that will most benefit the employee and the organization.

4. Engagement Through Gamification

Many platforms incorporate gamification elements, such as points, badges, and leaderboards, to make learning more engaging and competitive. This can increase motivation and participation in training programs, leading to higher retention of information and more enjoyable learning experiences.

5. Collaborative Learning

These platforms often facilitate collaborative learning environments by enabling discussions, group activities, and peer-to-peer learning sessions. This not only enhances the learning experience but also fosters teamwork and communication within the organization.

6. Feedback and Coaching

Digital platforms provide mechanisms for feedback and coaching, allowing learners to receive real-time responses to their queries and progress. This immediate feedback helps employees correct their course quickly and improves the effectiveness of the learning process.

7. Tracking and Reporting Progress

Advanced analytics and reporting capabilities allow both employees and managers to track learning progress in real-time. This transparency helps in recognizing achievements, adjusting learning paths, and ensuring that all training activities are aligned with business goals.

8. Supporting Career Advancement

By clearly outlining how certain skills and training can lead to new roles or promotions, talent development platforms can directly support career advancement. This alignment of training with career progression not only motivates employees but also helps retain top talent.

9. Integration with Other HR Functions

When integrated with other HR systems, such as performance management and succession planning, talent development platforms can provide a holistic view of an employee’s growth, performance, and potential. This integration helps in making informed decisions about talent utilization and leadership development.

10. Adaptability to Changing Needs

Digital platforms can quickly adapt to changing educational needs and business priorities. New content can be added, and learning modalities can be shifted (e.g., from in-person to virtual) to meet current requirements without disrupting the learning process.

In summary, a Talent Development Digital Platform equips organizations with the tools needed to nurture a highly skilled, adaptable, and motivated workforce. By facilitating personalized and continuous learning, these platforms play a crucial role in driving employee excellence and sustaining competitive advantage.

What can Talent Acquisition Digital platform do for employee excellence?

Talent Acquisition Digital Platforms are integral to attracting and hiring the best candidates, setting the stage for employee excellence right from the start of their journey within an organization. These platforms are designed to optimize the recruitment process, making it more efficient and effective in matching the right talent with the right roles. Here's how a Talent Acquisition Digital Platform can contribute to fostering employee excellence:

1. Streamlining Recruitment Processes

Digital platforms automate many aspects of the recruitment process, such as sorting resumes, scheduling interviews, and communicating with candidates. This efficiency not only speeds up the hiring process but also helps reduce the administrative burden on recruitment teams, allowing them to focus more on engaging with potential hires.

2. Enhanced Candidate Sourcing

Talent acquisition platforms can access broader talent pools using integrated job boards, social media channels, and professional networks. They use advanced search algorithms and data analytics to find candidates who not only have the right skills but also are likely to be a good cultural fit for the organization.

3. Improved Candidate Experience

These platforms provide a seamless and user-friendly interface for candidates to submit their applications, track their status, and communicate with potential employers. A positive candidate experience can enhance a company’s employer brand and attract high-quality applicants.

4. Data-Driven Decision Making

With built-in analytics tools, these platforms can analyze recruitment metrics such as time-to-hire, cost-per-hire, and source effectiveness. This data helps HR teams refine their recruitment strategies, predict hiring needs, and ensure they are attracting the best talent available.

5. Bias Reduction

Many digital platforms incorporate AI and machine learning algorithms that are designed to minimize unconscious bias in the hiring process. By standardizing assessments and focusing on skills and experiences, these technologies can help create a more diverse and inclusive workforce.

6. Onboarding Integration

Talent acquisition platforms often include or integrate with onboarding tools that ensure a smooth transition for new hires. Effective onboarding is crucial in helping employees feel welcomed and prepared, setting them up for success from their first day.

7. Quality of Hire

Advanced screening features and competency-based assessments can improve the quality of hire by ensuring that candidates not only meet the required qualifications but also demonstrate potential for future growth and leadership. This strategic alignment with organizational goals directly contributes to overall employee excellence.

8. Collaborative Hiring

These platforms enable collaboration among different stakeholders in the hiring process, such as HR professionals, hiring managers, and department heads. Shared access to candidate information and feedback mechanisms help in making more informed hiring decisions.

9. Scalability

Digital talent acquisition solutions are designed to scale with the organization. As companies grow and their hiring needs become more complex, these platforms can adapt and continue to provide support without a drop in performance.

10. Legal Compliance

Keeping up with employment laws and regulations is essential to avoid legal issues. Talent acquisition platforms stay updated with current laws and can alert organizations to any necessary changes in their hiring practices, thereby ensuring compliance.

By implementing a Talent Acquisition Digital Platform, organizations can not only improve their hiring practices but also lay a strong foundation for ongoing employee excellence. These platforms enable the recruitment of individuals who are not only highly qualified but also ready to thrive and contribute to their new roles, ultimately supporting the organization's long-term success.

What can GRC Digital platform do for employee excellence?

Governance, Risk, and Compliance (GRC) Digital Platforms play a critical role in maintaining organizational integrity and effectiveness. By systematically managing these three key areas, GRC platforms can significantly contribute to employee excellence across the organization. Here's how a GRC Digital Platform can promote and enhance employee excellence:

1. Enhanced Compliance Culture

GRC platforms help foster a culture of compliance within the organization by ensuring that all employees are aware of and adhere to relevant laws, regulations, and internal policies. This compliance is not only legal but also ethical, promoting a work environment where integrity is a core value.

2. Risk Awareness and Management

By identifying and assessing risks consistently, GRC platforms enable organizations to mitigate potential threats to their operations and reputation. This proactive approach to risk management ensures that employees operate in a stable and secure environment, which is conducive to high performance and innovation.

3. Streamlined Processes

GRC platforms automate and streamline compliance and risk management processes, reducing the burden on employees to maintain these standards manually. This allows staff to focus more on their core responsibilities and less on bureaucratic tasks, boosting productivity and job satisfaction.

4. Clear Responsibilities and Accountability

These platforms clearly define roles and responsibilities related to compliance, risk management, and governance. Such clarity fosters accountability among employees, ensuring that each team member understands their duties and how they contribute to the organization's overall health and success.

5. Training and Development

GRC platforms often include training modules that are crucial for educating employees about their compliance responsibilities, the latest regulations affecting their work, and best practices in risk management. Regular training ensures that employees remain competent and knowledgeable, directly enhancing their performance and adherence to standards.

6. Decision Support

With integrated analytics and reporting tools, GRC platforms provide valuable insights that help in making informed decisions. Access to real-time data and trend analysis enables employees to understand the implications of their decisions and to choose paths that align with corporate governance standards and strategic goals.

7. Consistent Enforcement of Policies

GRC platforms ensure that all policies are applied consistently across the organization, which is essential for fair and equitable treatment of all employees. This consistency helps in maintaining high morale and a sense of fairness and respect within the workplace.

8. Incident Management and Resolution

Effective incident management tools within GRC platforms allow for quick reporting and resolution of issues, whether they are related to compliance breaches, risks, or other disruptions. Prompt handling of such issues not only mitigates damage but also reinforces a proactive, responsive organizational culture.

9. Audit Trail and Documentation

These platforms maintain comprehensive records of all compliance and risk management activities, providing an audit trail that is essential during internal audits or external inspections. This documentation ensures that the organization can demonstrate its efforts to maintain compliance and manage risks, which supports a culture of transparency and accountability.

10. Employee Empowerment

By providing tools that help manage compliance and risk effectively, GRC platforms empower employees to take ownership of these critical aspects. Empowered employees are more likely to take initiative, propose improvements, and engage deeply with their work, all of which drive excellence.

Overall, GRC Digital Platforms are essential for maintaining the operational discipline that leads to a healthy organizational environment. By integrating governance, risk management, and compliance into everyday business processes, these platforms enable employees to excel in their roles within a well-regulated and supportive framework.

What can Compensation Management and Performance Management Digital platform do for employee excellence?

Compensation Management and Performance Management Digital Platforms are key tools in aligning employee rewards and assessments with organizational goals, significantly enhancing employee excellence. Here’s how each platform contributes to this objective:

Compensation Management Digital Platforms

1. Fair and Transparent Compensation Systems These platforms help design and implement fair, equitable compensation systems that are clear and transparent to all employees. This transparency builds trust and can motivate employees to perform at their best, knowing that their efforts will be appropriately rewarded.
2. Market Competitiveness Compensation management tools can analyze and compare salary data across similar roles in the industry, ensuring that pay rates are competitive. This helps in attracting and retaining top talent by offering compensation that is attractive relative to the market.
3. Performance-based Rewards By integrating performance data, these platforms allow for the implementation of performance-based pay structures such as bonuses and incentives. This not only motivates higher performance but also aligns employee efforts with the company’s strategic objectives.
4. Personalized Benefits Sophisticated platforms can manage and offer personalized benefits packages which cater to the diverse needs of the workforce. By providing benefits that employees value, organizations can improve job satisfaction and employee retention.
5. Automated Adjustments Automation of salary increases, bonuses, and other compensation elements reduces errors and ensures timely adjustments. This efficiency shows employees that the organization values them and is committed to rewarding their contributions promptly and accurately.

Performance Management Digital Platforms

1. Continuous Feedback Unlike traditional annual review systems, modern performance management platforms enable continuous feedback and dialogue between managers and employees. This ongoing communication helps address issues in real-time and supports constant improvement and personal development.
2. Goal Alignment These platforms facilitate the setting of clear, measurable goals that are aligned with the organization’s strategic direction. Employees have a clearer understanding of what is expected of them and how their work contributes to the success of the company.
3. Development Opportunities By regularly assessing performance and identifying areas for improvement, these platforms help pinpoint development opportunities for employees. Targeted training and development initiatives can then be implemented, enhancing skill sets that are crucial for both individual and organizational growth.
4. Data-driven Insights With analytics features, performance management systems provide insights based on data, not just anecdotal or biased opinions. This can help uncover hidden potential within the workforce, guide developmental programs, and improve decision-making in succession planning.
5. Recognition and Reward Effective performance management systems integrate recognition programs that highlight and reward employees’ contributions in a timely and public manner. This recognition not only boosts individual morale but also sets a benchmark for excellence within the team.
6. Customizable Appraisal Processes These platforms offer flexibility to customize appraisal processes to fit the unique culture and operational style of the organization. Customization can include 360-degree reviews, self-assessments, and peer reviews, providing a comprehensive view of an employee’s performance.

Together, Compensation Management and Performance Management Digital Platforms create a robust framework for managing, motivating, and rewarding employees. This synergy not only drives individual performance but also fosters a culture of excellence across the organization, ultimately leading to enhanced overall success.

How does Gen AI help HCM platforms with Employee Excellence?

Generative AI (Gen AI) significantly enhances Human Capital Management (HCM) platforms, adding sophisticated capabilities that drive employee excellence in various impactful ways. Here’s how Gen AI contributes to improving HCM platforms:

1. Personalization of Employee Experiences

Gen AI can analyze vast amounts of data to understand individual employee preferences, performance trends, and development needs. It uses this information to tailor experiences, from personalized learning paths to customized career development recommendations, thereby enhancing employee satisfaction and engagement.

2. Advanced Talent Acquisition

In talent acquisition, Gen AI can streamline the recruitment process by automating the screening of resumes, parsing vast amounts of data to match candidates with job descriptions, and predicting candidate success in specific roles based on historical data. This leads to better hiring decisions and a more competent workforce.

3. Enhanced Performance Management

AI-driven analytics can provide continuous, real-time feedback by analyzing work patterns, project outcomes, and peer reviews. This allows for more dynamic and timely adjustments in employee performance plans, ensuring that feedback is both relevant and constructive, fostering a culture of continuous improvement.

4. Predictive Analytics in Career Pathing

Gen AI can identify potential future leaders by analyzing current performance data and predicting future success. This capability helps in succession planning and ensures that employees with high potential are nurtured for future roles, significantly impacting organizational resilience and growth.

5. Optimized Compensation Management

Gen AI can model and forecast optimal compensation strategies that are competitive yet sustainable for the organization. By analyzing market trends, internal equity, and individual performance data, AI can recommend compensation packages that are fair, motivating, and aligned with industry standards.

6. Efficient Learning and Development

AI enhances learning management systems by recommending courses, monitoring progress, and dynamically adjusting learning content based on employee engagement and success rates. This adaptive learning approach ensures that training is always aligned with the employee’s needs and business goals.

7. Diversity and Inclusion

Gen AI can help monitor diversity metrics and inclusion efforts within the organization, providing insights that drive policies to create a more equitable workplace. AI tools can also help reduce unconscious bias in hiring and performance evaluations, promoting a more inclusive culture.

8. Automated Administrative Tasks

AI automates routine HR tasks such as timekeeping, payroll processing, and benefits administration, reducing errors and freeing up HR professionals to focus on more strategic initiatives that enhance employee well-being and organizational culture.

9. Employee Sentiment Analysis

By using natural language processing, Gen AI can analyze employee feedback from surveys, emails, and other communication channels to gauge overall sentiment and identify areas of concern. This insight helps management to act proactively to address issues before they escalate.

10. Strategic Decision Making

With the capability to process and analyze large datasets, Gen AI provides strategic insights that can inform decision-making processes at higher levels of management. This includes workforce planning, risk management, and compliance, ensuring that decisions are data-driven and aligned with long-term goals.

By integrating Gen AI into HCM platforms, organizations can significantly enhance their HR capabilities, leading to a more engaged, satisfied, and high-performing workforce. This technological integration not only streamlines various HR functions but also adds a layer of intelligence that is proactive, predictive, and personalized, thereby driving employee excellence at every level.

Key Deliverables:

1.???? HCM Strategy Map

2.???? Performance-Core Values(HOW), Job Performance (WHAT), OKRs (RESULTS)

3.???? Generative AI for HCM Architecture Road Map

4.???? Digital Mindset Development Program

That is a wrap for Segment 2 of?the DTX Playbook is Chapter 9 – Human Capital Management (HCM) & Digital Mindset, Segment 3 is Digital Transformation Segment 3?of DTX Playbook is next.

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