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Going Digital While Retaining Human Factor in HR

The future of HR is not AI or automation. It is how we make jobs more Human and take advantage of essential human skills by augmenting our performance with technology.

In the changed HR landscape, digital transformation is indeed a competitive necessity and offers significant opportunity. However, it is important to not neglect the Human Factor in HR because it helps achieve core functions of connecting, engaging and assimilating people. Therefore, in the pursuit of making technology an integral part of your HR strategy and digitizing the HR process, it is essential to retail human factor in human resource.

Even as leading HRMS solutions like HRINNNOVA help streamline HR processes to align them with organization’s goals, it is essential to impart the human factor into HR automation because this can add a competitive value for most organization. So, what are some of the ways you can ensure that the human factor in your pursuit of digital transformation is counted and continues to add the superior value proposition.

Retaining the Human in Human Resource

Successful digital transformation is as much about people as much as about technology. Ensuring the human factor in HR automation is critical so that HR does not lose its core after adapting to digitization. Here are some key ways that the HRM in your organization can ensure retaining the core human element in the new age HR:

Automating Advanced HR Processes:

It is advisable to infuse digitization into routine HR processes that are transactional in nature and leave the ones that require a personal human touch. For instance, the onboarding process can be a healthy mix of automation where the task of documentation and processing is carried out by HRMS while the HR manager personally takes the induction to engage the new employees on-board. Similarly, during offboarding, taking an automated feedback from the employee during the entire exit process may lead to a negative impression in the mind of the outgoing employee, and probably a negative brand equity for the company. On the other hand, an interaction with HR manager for sharing positive or negative feedback can ensure a more favorable impression on the outgoing employee.

Communication Strategy:

Effective communication is the key to HR’s success. At a time when high expectations and unprecedented changes are occurring in the workplace in wake of the digitally disruptive landscape, you as an HR will often be required to communicate with employees. While HRMS gives HR department the leverage to invest quality time in their human capital, the HR themselves must ensure that they keep the communication channels with the workforce fluid and open rather than completely digitizing it.

Moreover, the basic purpose of HRMS is to facilitate the gaining and sharing of information by HR that was until now not feasible due to high degree to transactional work that HR was involved in. Even in a tech-savvy digital business, employees associate HR as a function that is meant to connect with them or take care of their aspirations, well-being and development within the organization.

Building The Employer Brand:

A corporate brand is a sum of many parts and cannot be seen in isolation without a strong HR brand equity. In the competitive war for talent and shortage of skills, it is in-fact critical to an organization’s ability to attract, recruit and retain the best talent. Success in the competitive landscape is likely to be achieved by those organizations that treat employer branding as central part of their human resource management strategy. As vanguards of organization’s culture and by constantly engaging with employees, HR can encompass organization’s philosophy, values and digital mindset driven culture at each level of the organization. Automation of HR thus should supplement the human side of the organization where the HR professionals act as conduit and also help cultivate and nurture talent.

HR technology – An enabler not threat:

Finally, the increasing HR automation must be viewed as an enabler rather than a substitute for human resource. The aim of infusing technology is to broaden the role of HR rather than performing the routine or manual tasks and become more collaborative with other departments. Thus, not only does technology emerge as a big differentiator it also allows the human resource manager to develop a workforce and hiring strategy, establishing programs for rapid upskilling and help employees with career development. But how to use the digital elements and technology are decision taken by human mind and it is here that your competitive advantage as an HR professional exists.

HR automation is a big change and the HR professional is at the core of this change, not on the sidelines. Infusing HR technology in your organization through leading HRMS solutions like HRINNOVA empowers human factor in HR. It helps you as an HR professional to use your skills and leverage your best capabilities to provide higher levels of employee experience and service.

The post Going Digital While Retaining Human Factor in HR appeared first on HRINNOVA.

This post first appeared on How To Choose Best HRMS System For Small And Medium Sized Business?, please read the originial post: here

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Going Digital While Retaining Human Factor in HR


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