Integrating new technologies in organizations and the digital transformation in which many companies are immersed requires a human factor: people. For this reason, HR has a fundamental role in the digital transformation of organizations. HR is committed to innovation and technology but without a strategy to unite both.
Most “are going through that digital transformation process and will continue to work on it for the next 2 years,” she said.
The change is in their agendas, and the study’s objective is to know where to start to configure the roadmap: What can HR do to integrate this digital transformation in the different templates?
For example, in terms of recruitment, the study says that 45% of companies use video interviews or online assessment tests and that only 6.5% apply predictive analytics. 45% have introduced gamification in learning and evaluation, but only 32% apply analytics to offer proposals that improve employee satisfaction and commitment.
In addition, many actions are being taken to redesign workspaces, but only 6.5% of companies measure their impact on performance or productivity. The percentage of companies that define new KPIs to measure the return on investment in selection and training is also low, between 11% and 13%.
In summary, “much data is being obtained, but it is not analyzed enough,” he says. More than 70% of companies waste the knowledge derived from the collective intelligence of the teams.
Therefore, the key to demystifying the change is what it is and how it can be applied according to the organization’s context. An essential factor because you do not act in the same way in a small company as in a multinational. The latter represents 57% of the sample.
We are talking about “social and economic change, as well as technological.” The reason why HR professionals are once again taking center stage.
In this sense, it is committed to working with data, knowledge to improve. Information is obtained by listening to the employee and analyzing the satisfaction and commitment of the staff to offer different proposals.
According to the study, 62% of companies already have internal communication integrated into HR, and 89% carry out climate surveys. However, more than 70% miss out on this collective intelligence.
The presentation also addressed the changes in the legal field as a result of this digital transformation.
Specifically, those related to privacy or freedom of expression are called “subjective rights.” Changes that do not fit into labor regulations require the implementation of internal protocols that cover possible legal gaps.
Ultimately, we need a technology underlying our way of working, our day-to-day. For this reason, he once again highlighted the idea of investing in technology based on certain objectives, and the first may be to adapt to the change itself, starting with learning, development, or the selection of people. Moreover, to know the impact of this investment on the company’s productivity through data. 68% of companies acknowledge not investing in tools to measure and analyze the results of all digital processes.
Also Read : Common Good And Analytical Responsibility In HR
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