HR and digital… Of course, like any function in the company, the impacts are real. But what exactly are the challenges?
To understand, Some figures on digital usage in France (2014) :
- In companies with more than 500 employees, the share of employees with digital skills will increase by 59% in 5 years
- Employees in the most mature companies express a 50% higher level of satisfaction in their professional life than those in the least advanced companies regarding digital technologies.
- The most mature companies in the digital sector have a 6 times higher revenue growth than the least mature companies (Roland Berger study 2014)
HRs are aware that these new uses will impact the professions in terms of skills…
- 71% of marketing, finance and HR departments believe that the explosion in data volumes will impact business skills within the company (Microsoft study 2014)
- Because they are at the heart of supporting change, HR directors consider, ahead of others (84%), that digital technology will have an impact on the professional skills within the company.
- The Human Resources departments surveyed rank ahead of other business departments, as 68% anticipate the creation and development of new skills within the company,
And yet, HR’s transformation is struggling to take off…Some companies whose culture is very customer-oriented or focused on innovation are already in the thick of things; others, on the other hand, due to a lack of impetus from the General Management departments due to a lack of «understanding of the issues,» or because organizations are poorly or not at all adapted, will remain behind…and that is precisely where HR has an urgent role to play. A role that can no longer be strategic in order to ensure that awareness is not achieved through pain, through the realization of an economic performance that would wane, since it does not take into account these new paradigms…
The HR function today, which is now guaranteed by social law, the corporate culture or administration, will clearly have to face new challenges:
HRs will have to become (re-)business partners and change partners!
- Business partners: the general management must position digital as a lever for commercial performance, of course, but also as a means to enhance the company’s image among all its stakeholders, as an opportunity to strengthen unity and a sense of belonging, as a means to co-create with customers…, in short, digital must become a A reinvented customer relationship vector, exacerbated and not as a forced technological shift.
- Change partners HR will have to learn to become exemplary themselves, and to become, so to speak, the company’s community manager Attract, manage, and retain the company’s employees and become capable of managing its internal talent community and future external talent with its team, and of making its employer brand known to a community of fans.
To do this, we need to accompany HR in its Digital Transformation so that they can be fully prepared for the future. catalysts of this change…
*Scheme: EuroGroup Consulting, 2014