The digital revolution is underway and infiltrating all areas: the growing use of smartphones and tablets, the use of social networks in the workplace, the digitalization of official documents etc. Digital technology has invaded our daily life, both private and professional. Because of this, human resources managers are facing new challenges on both a social and human level and must learn to adapt to their new environment with a digital human resources ecosystem, including multiple HR software.
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The Role of Human Resources Managers in Implementing Digital Solutions
The human resources manager plays a role in the process of digitizing the company and the human resources department. It is up to them to choose the processes to automate and the services to improve by using new digital technologies. They are also the mediator between employees and practices, and must help them to adapt better to new internal strategies.
Human resources accompanies teams
Because a change of this magnitude often leads to confusion and doubt by employees, human resources is there to support all employees with regards to using the new digital tools and understanding the new approach to a digital human resources service.
They are ambassadors
The human resources department must position itself on the new strategy that has lead to the digitalization of its services. It must promote the digital solution and prove their benefits, both for human resources management and for improving the HR services it provides to employees. It must communicate and encourage people to use it so that the whole company enters the digital age.
They take advantage of the new digital tools
One of the major challenges of the human resources managers is to adapt the new tools at his disposal to improve their department and offer tailored and innovative solutions for each employee. The challenge lies in using the information gathered through the HRIS tool to improve their job and better support employees in this new digital environment.
They must put their priorities in order
The digitalization of the human resources department should not be limited to a simple transition from human to virtual. On the contrary, digital technology allows the human resources manager to save time on slow administrative processes, which prevents them from focusing on the human aspect of the job. Thus, it is up to the human resources department to take stock of the services that need to accelerate and those on which it must focus more, in order to reorganize and improve for the benefit of the company.
Digital HR Technology: Multiple Possibilities to Improve the Human Resources Role
The main worry felt by employees facing the digitalization of their human resources services is the distance that could be created by the transition to digital requests and services. There is now a computer and software between human resources and the employee and the employee may feel abandoned by HR. It is the duty of human resources is to prove to employees that this decision was made with employees’ best interests in mind and that it improves the capacity of the human resources service to answer requests and manage needs. With this in mind, digital technology is proving to be an important ally for employees because it speeds up responses to employees’ needs, avoids mistakes and targets expectations better.
The Advantages of Digital Human Resources Services
Making your human resources services digital allows you to have all the tools you need to manage the company’s human resources in one place. These include:
The digitalization of pay slips
This enables better organization and reduces the cost of materials. Now neither human resources nor the employee need worry about losing a pay slip. Now, you can have access to the pay slips of the entire company and employees have a space dedicated to their documentation to better navigate and speed up their requests.
Easier management of vacations and absences
To avoid any errors in the validation of vacations, absences, etc., digital requests for leave and absences allows you and your company to have an overall vision of everyone’s leave and absences. For example, you will reduce the absenteeism rate during periods of high vacation demand (such as summer and school vacations) but allow employees to decide on dates amongst themselves.
Benefits administration
Automating benefits administration reduces discrepancies with wages. Benefits is one of the most powerful aspects of employee loyalty to the company. By optimizing your HR tool by associating, for example, pay and leave and absences, you automatically and quickly ensure a fair and transparent compensation.
Better visibility of schedules
Resource planning requires visibility of everyone’s schedules. In addition to being able to plan and maintain productivity of their teams, managers can also keep an eye on schedules to ensure that overtime hours are minimized and labor costs are kept under control. Digital schedules will give managers better accessibility to this information.
More relevant training
Centralizing available training for employees and allowing them to take on-demand training will increase employee motivation and generate a rapid increase in skills throughout the workforce. Moreover, the employee will feel listened to and free to make their own choices when it comes to their career progression. They will have the tools available to take initiative to develop themselves. You can also identify the necessary training for each employee and offer training tailored to each employee.
Accurate skills tracking
Through the collection of information you have access to monitor the development and acquisition of the skills of all employees in the company. This allows the human resources department to track everyone’s development plans and find new talent in areas where skills are lacking internally. It is also beneficial to the company to know the skills of its employees so as to predict and anticipate possible replacements and promotions.
Digital human resources services leads to considerable upheavals in the organization of a company. According to the employees, this modernization of the human resources department can be seen as a beneficial development or, on the contrary, as a distancing on the part of human resources. The human resources manager’s role is therefore to reassure them and above all to make the solution accessible and comprehensible for all by highlighting the benefits of adopting these new tools. The main objective of a digital human resources services is to allow the entire company to make the best use of these new digital tools.
