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New Roles of HR to Manage in the Digital Age

HR Digital Transformation 2023 Update

The global COVID-19 pandemic has resulted in massive changes in work and human resources.

According to the most recent Ladders Quarterly Remote Work Report, “more than 20 million workers will not be returning to their jobs post-COVID.” At the same time, the majority of employees want more hybrid work options.

Such incidents have compelled organizations to work hard to convert their HR operations into digital systems (HR Digital Transformation) in order to prepare for the upcoming changes.

As a result, Humanica will discuss the new digital roles of HR in 2023 within this article to help organizations optimize their transformation and adaptation.

What is Human Resource Digital Transformation?

Human Resources (HR) Digital Transformation is a Human Resources (HR) workflow that uses technological tools and digital HR strategies to improve employee experience and reduce errors.

It also improves work efficiency to be more online. Furthermore, insights can be analyzed to develop new strategies that will help the organization keep up with current changes.

The Advantages of Using Digital HR

  • It can assist in tracking attendance-related information, checking remaining leave, and automating time-consuming traditional time-management processes in a more efficient and convenient manner.
  • Keep your data organized with encrypted, secure cloud storage. Makes information more accessible while maintaining high security; no longer concerned about the leakage of sensitive corporate information.
  • Take advantage of and analyze data. Assisting the HR department in improving the HR management process.
  • Employee training, learning, and development can all be aided by digital HR, as can regular assessments.

4 HR Digital Transformations Required for HR

To make the HR program more effective and appropriate for the changes that will occur in 2023, let us learn about four HR Digital Transformations that will assist HR in applying to the organization, as follows.

1. Digital Onboarding

Even in 2023, the COVID-19 pandemic has become endemic, and more people are returning to the office, but most employees prefer to work from home, alternating with visits to the office.

So, if a new employee is hired, on-the-job training can be challenging. Turning to Digital HR, such as Digital Onboarding, will assist in taking care of new employees and providing easy access to the organizational culture.

This includes work, job roles, and assisting new employees to adapt to colleagues faster, allowing organizations to use fewer people to train new employees and reduce the problem of new employee resignation.

2. People Analytics

Data is extremely important and will become even more so in 2023 as it will aid in forecasting what will occur in the future.

Because nothing is certain in the business world. Those who have quick access to information and accurate analysis can overcome any situation.

Organizations should use Digital HR to assist in the analysis of people data (People Analytics), allowing HR to improve work efficiency and make better decisions about personnel management, employee retention, and new hires.

3. AI-Powered Applicant Tracking Systems

In 2023, competition will be fiercer, and many people will change careers, forcing HR departments to work harder.

Reading resumes to recruit new employees takes time, especially in large organizations where many applicants submit resumes each day.

It’s no surprise that many large organizations have started using AI-powered applicant tracking systems (ATS) to help sort out unqualified candidates using pre-programmed filters based on skills, work experience, education, or other qualifications as required by the organization.

4. HR Chatbots

Although the Digital Onboarding process can effectively care for employees, it may not address every employee’s question or concern.

However, digital HR tools such as HR Chatbots, which have built-in autoresponders, can help employees instantly answer some of the most common questions and concerns.

Chatbots are also communication tools that make it easier for employees to participate. It proves to be a more convenient option than stopping by the HR office to ask a simple question, which would disrupt both parties’ work time.

As you are aware, the COVID-19 situation has resulted in many changes to employee needs. Organizations must prepare for this shift and devise solutions that benefit all parties.

Implementing HR Digital Transformation to assist in human resource management will undoubtedly help to improve and develop all parties’ work in 2023 and subsequent years.

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