The primary objective of any HR Digital Transformation initiative is to successfully support HR to derive scalable and suitable business value. It is critical to derive a tangible value proposition of any such projects by asking a basic question – “Are you empowering your business performance and value with it”.
To derive your transformation vision, it is critical to identify some of the best practices which should also be aligned with your overall IT and HR strategy.
Crafting High Influence Transformation Plan
Initially reinforcing plans, which promise quick wins to showcase delivery results; against getting powered by the pressure of ‘innovation delivery’ in a short time within many enterprises, can be crucial for any digital transformation projects. It helps the leaders and departments to overcome the resistance to change before going big bang for bringing the complete digital change.
Key to operate with such methods can be maintained by identifying and narrowing down the list of projects which can defend clear beginning and end of projects and hence can cabinet strong values to begin with.
Beyond Bi-Prototype Thinking
Choosing an HR software solution can be unnerving. With so many possibilities in the marketplace today, it can be difficult to gauge which is the best wager for the long-term HR Landscape of your organization. My suggestion to many organizations while consulting on HR Systems is to select products which give you flexibility to be a part of your fast-paced organization and can partner and innovate alongside you.
Getting premium account management with minimal cost, influence the roadmap of the product vendor on the latest zooms of AI and BOTs or if you need speedy support, can you get the Product Head or Business Head on the phone are always neglected while selecting a vendor but can be crucial for any transformational programs in my view & experience.
Identifying the Right Digital Product
Choosing an HR software solution can be unnerving. With so many possibilities in the marketplace today, it can be difficult to gauge which is the best wager for the long-term HR Landscape of your organization. My suggestion to many organizations while consulting on HR Systems is to select products which give you flexibility to be a part of your fast-paced organization and can partner and innovate alongside you.
Getting premium account management with minimal cost, influence the road map of the product vendor on the latest zooms of AI and BOTs or if you need speedy support, can you get the Product Head or Business Head on the phone?Are always neglected while selecting a vendor but can be crucial for any transformational programs in my view & experience.
Identifying Right People and Creating Right Project Positions
There is a strong correlation between supervision with right talent and large transformation projects. Usually any such projects require first-hand faculty with a mishmash of business and technical abilities. A dedicated leader to support such business initiatives & managing such transformational change, change management lead, transformation agents within the workforce are few of the ‘must have’ people ingredients for such critical missions.
Idea should be to appoint a multi-faceted team which can lead with a governance model and have innovation as a primary responsibility. Data Governance, Reviewing Current Policies & Regulations, Data quality with positions like Chief Data Officer, Project Governor, Change Head etc. creates magic.
To Conclude. –
“Working on any HR Digital Transformation mission should be accelerated by a defined purpose statement and the statement should originate tomorrows HR panorama into today’s plan.”
About Author- Sachin Malhotra is a digital transformation expert in driving global programs in culturally diverse geographies like – US, EMEA, South America and Asia, in current and previous organizations – Adrenaline E-systems, Aggreko Energy, Chevron @ L&T. He also has expertise in HR Analytics, bringing & delivering various data insights within the HR Domain of various organizations internally & externally
