Have Questions? Get Consultation

Digital Transformation: The Journey to a Digital HR

Technology is changing the way we work, communicate, relate and above all, the way we live and have all gain new meaning for work, life, work-life balance. HR departments must also keep pace by leveraging digitalization to help transform the HR function as well as the organization as a whole, improving the work processes and raise efficiency.

Digital HR is a platform with the ability to integrate all your apps, optimize certain features based on context, and provide data-driven insights on performance.

Digital HR is the foundation for organizational transformation to make it future-ready. Digital HR is the digital transformation of Human Resource services and processes through the use of social, mobile, analytics, and cloud technologies.


Most organization are now considering digital HR because it is one of the most important goals of digital HR is to take a strategic approach to HR, and it reflects a proactive approach in aligning all the functions and goals of HR with business goals and partnering with other stakeholders to determine how best to do so.

Here are some of the advantages of Digital HR in the organization.

  • Digital HR improves HR processes by using analytics to determine what is and is not aligned with HR strategy.
  • Duplicate systems can be streamlined.
  • Using a mobile-first strategy can help deliver a better employee experience to job candidates and workers.
  • Taking an agile approach to HR strategy, processes and tools can lower the risk of widespread failures of strategies and technologies that can’t be easily changed.
  • HR can ensure that employees actually adopt tools. Where these are not working, design thinking can help HR leaders and professionals quickly change course.
  • The integration of modern tools and technologies, such as AI, can streamline processes across the employee life cycle and lower the costs.

The digital workplace is growing considerably, and individuals are typically fast to adapt to digital trends. HR will have a significant role in shaping integration and adoption. There is 5-steps to implement a digital transformation of Human Resources:

Step 1: Developing a Digital Mindset

HR people don’t need to be totally techy to understand how technology will impact their work. They just need to know the basics, remain open-minded and work with people who do know a lot about technology. HR needs to redesign itself to foster this digital mindset, both within its own boundaries and across the company units.

Step 2: Integrating techy people to HR

A lot of people working in HR are not familiar with technology and perhaps not even fully comfortable with it. It needs to bring people on board with diverse backgrounds that can shake up the way traditional HR practitioners work. If HR wants to remain relevant, transform itself into a real strategic function and increasingly add more value, it will need people who think beyond traditional HR terms.

Step 3: Moving to Agile HR

In many organizations HR still operates as an archaic function. It’s heavily focused on processes, rules, and policies, and ensuring that everybody is in compliance with them. HR needs to establish wide and flexible operating frameworks that give people enough room to be curious, imagine, create, experiment and innovate. Agile HR means implies a keener focus on flexibility and adaptability. To do that, it’s fundamental to understand those processes that once yielded some positive results, but are now outdated and can’t just be redesign into a new heavy process.

Step 4: Transforming the Organizational Structure

Organizations need more collaboration and cooperation than ever before. HR needs to redesign the entire organizational structure and make it flexible in times of chaos, volatility, and uncertainty.

Step 5: Using Data to Inform Decisions

Data is essential to make informed decisions today. HR needs to bring data artists to help them with collecting data, transforming it into useful information and then making appropriate decisions.

In this video, David Green, Peter Gold, Barry Flack, Suzanne Lucas, Bill Boorman, and Andy Spence share their opinion about what they think Digital HR is.

Just as digital has changed with our daily lives, it has the potential to transform HR. Understanding and embracing Digital HR will lead to a lot of HR aspects getting embedded in everyday work and business. Teams can spend more time on strategic initiatives, guided by insight to achieve higher workforce effectiveness.


Complete the form to

We are your partners. It’s our goal to help our clients achieve their goals and we work with you to do that.