Recruiting and caring for employees on a day-to-day basis is hardly an obvious task, as it requires time, energy, and know-how to cover all the ups and downs. But in the digital age, companies’ human resources are being transformed to adapt to the demands of increased competition and the younger generations. Are HR really prepared for the changes associated with digitalization? This is a complex reality for large companies because digitization requires training employees but also the implementation of digitization and putting old habits to bed.
HR, a profession that is beginning its revolution
Even if the HR position is not present in all companies, it is an integral part of the company’s missions. Indeed, the recruitment of employees, the management, or being the interface between employees and the management of people are functions that no company can do without. Even if this position has had an explicit definition for a decade in medium and large companies, this job tends to remain in traditional habits and consequently, the digital transformation has difficulty taking root. These new technologies are inescapable as was the internet at its first steps and in the same way people who are reluctant to use them because they are secured by habits. The fact is that many companies make very little use of digitization, social networks, automation, and everything that concerns new technologies for their employees.
Digitizing, a considerable amount of work
In large companies, the human resources department is very often lagging behind and the transition is not happening. Employee files are rarely digitized and they clutter up many cabinets, to the point where finding a classified, archived document is a considerable waste of time. Older generations of HR managers find it difficult to accelerate the changeover because such a transition is labor-intensive due to the number of employees to manage with their files. In most large organizations, digitization does not take hold, e.g. mass digitization of documents is an extremely time-consuming and tedious task, and older generations find it difficult to become familiar with these technologies and hinder their progress.
Training and educating employees in digitization
The difficulty for HR departments to move to digital transformation can be circumvented, even if the older generations are a little reluctant, they know that it is an obligatory move because for the last 10 years they have been living daily with the intrusion of new technologies in both their professional and private lives. In order to help them, various training courses offer HR staff the opportunity to identify the challenges of digitalization and to understand the practices that it generates. And even if they do not wish to take part in these training courses because they say they are overloaded and do not want to waste time, many e-learning practices are being implemented in companies. They avoid long training sessions and with the help of MOOC (online courses), HR is able to move into the digital age. Whether through the digitization of documents, the laws that result from this, or social networks, learning about new technologies and their practices is an obligation for an HR.
Talent recruitment, at the heart of digitization
As far as social networks are concerned, human resources in medium and small companies use these tools for recruitment. Companies use Facebook or Twitter to post their ads and sometimes to chat with candidates before the interview. These human resources departments have understood the impact of social networks on the new generations, they can now recruit young profiles for whom digitalization has no secrets.
Adaptation, the major challenge
If companies choose to adapt to new technologies and their practice, it is to guarantee progress in modernity and to generate internal evolution. This is why they even make efforts by specializing in digital technology and using new technologies for training and conferences. This is the case of Orange and Sodexo, which use artificial intelligence for training their employees. Not only is the company committed to digitalization, but the cost is lower than mobilizing several employees at the same time and the cost of providing a trainer.
A time-consuming change
Digitization in human resources saves a considerable amount of time. To do this, it is necessary to digitize all documents so that you no longer have to deal with tons of paper on a daily basis. Digitization is also an integral part of digital because it allows, among other things, the creation of a database that can later be used for other purposes. It is a real time-saver for departments that can carry out internal studies or even tools for company and employee management.
Digitalization, at the heart of sustainable development
Not only does digitization save time for HR, but it is also an environmentally friendly practice. Thanks to this, companies are positioning themselves in a CSR (Corporate Social Responsibility) transition. Printing many pages very regularly does not contribute to an ecological policy. It is better to scan the documents and distribute them by email, not only will you save time and money, but you will also be more respectful of the planet. Many companies still send payslips by post, which takes time and especially a lot of paper, while your employees will be more satisfied to receive them by e-mail.
Digitization means being in control of time
The implementation of digitization in human resources departments allows you to save considerable time, allowing you to focus all the more on your employees and their expectations. Making the transition may require resources and adaptation, but it will simplify the life of HR and employees in general! The new digital era is at hand, so go for it!
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