Digital Transformation: once in a generation paradigm shift

HR Analytics and Gig Economy in New Normal
40% of employees will not have traditional employee contracts as we know it now. Permanent employees will be replaced with freelance and contract workers in the next two years.

COVID 19 “Positive Disruption” – Acceleration of Digital transformation, this is a Paradigm shift and shaken up the business fundamental landscape. Even before the pandemic, 92% of companies were working on their business model revamp. Across the globe, companies are striking hard to accelerate Digital Transformation activity. It’s a “Fire Fighting” condition for all of us. Everyone expecting Tech teams to complete the Digital Transformation overnight.

Acceleration of Digital Transformation

Pulling It All Together 

  • Acceleration of Digital Transformation depends on the leader, Technology adopted, Data pipes, and Talent.
  • Leadership, teamwork, courage, emotional intelligence, other elements of change management, and “purple people”.
  • Technology – Internet of Things, Blockchain, Data lakes, Artificial intelligence.
  • Data Pipes – Data presents an interesting paradox, leveraging proprietary data, internal and external data, structured and unstructured data.
  • Transformation requires an end-to-end mindset, seamless connection of work activities, and the ability to manage across silos going forward.

Digital Transformation is about Talent, Not TechnologyContrary to popular belief, digital transformation is less about technology and more about people. You can pretty much buy any technology, but your ability to adapt to an ever more digital future depends on developing the next generation of skills, closing the gap between talent supply and demand, and future-proofing potential.                                

Rethink HR Processes and Workflow

Previous Digital transformation strategies become obsolete in a matter of weeks during COVID19. Organizational HR need to re-define processes and workflow to enact continuity plans, leaders must now look ahead to recovery despite continued uncertainty and a challenging economic outlook. 

Foundation for the acceleration of Digital Transformation depends on the successfully implemented HR Digital strategy.

Roadmaps – Rethink HR Process and workflow

HR Digital strategy plays a vital role in accelerating the Organization’s Digital transformation. Previous Strategies were obsolete in the few weeks of pandemic and thus this is the time to take a step back and reassess existing processes and workflow.

HR Digital Strategy- HR Digital strategy is not only confined to Recruitment Process, Administration, Benefits Administration and Payroll Processing. It also refers to HR Technology Strategy must support overall strategic objectives of HR and the organization

HR needs to lay process and workflow so that employees adapt to the change and drive innovation and creativity. Empower each associate to deep dive into its need, its values, purpose & mission.

HR is responsible for overall organization digital strategy and ensure that it aligns with the HR strategy which should be in alignment with the business.

Keywords: HR Driving Acceleration of Digital Transformation

Resiliency- # Zero Ops based on Dev Ops principle and Reinforcement Learning

Automation of the repeated process with zero human touch. It is a data-driven approach that incorporates analytics, automation at scale. These systems are self-healing and respond to events automatically.

In simple words, Resiliency is the ability to recover quickly from disruptive change, or misfortune without being overwhelmed or acting in a dysfunctional or harmful way. Reinforcement learning is one of the three basic machine learning paradigms.

According to the market research report, “Zero Ops Global market is expected USD 10.31 Billion by 2023”.

Trend: E-boarding of Employee -E-boarding (Digitally Boarding) of the employee is trending to acquire the right talent during the lockdown.

Current situation of Indian IT companies –At present around 40% of IT companies are e-boarding permanent employees.

Cybersecurity- # Security Threat and Associated Risk

The global cybersecurity market value stood at USD 112.01 billion in 2019 and is projected to reach USD 281.74 billion by 2027

HR needs to understand the potential for new security risk and need to create roadmaps for both digital transformation and enterprise security team simultaneously. Make your security processes proactive. And finally, make sure you have the right information technologies to do the job—notably, machine learning and artificial intelligence to detect abnormal conditions.

Flexibility- # Innovation Hub rather than Workplace

Glassdoor found that 89% of millennials would choose better benefits over a pay raise.

WFH (Work from Home) is not a new concept but adaptability under this pandemic brings the required mindset change. As per the latest report, there is an increase in employee productivity by 35% in the IT sector during last 2 months.

Innovation hub replaced the workplace. Now it’s a knowledge centre where skilled digital workers are collaborating each for learning to accomplish the common goal.

Alignment- # Data Lake and data migration to cloud infrastructure

HR plays a critical alignment role between traditional hierarchical thinking IT managers with Generation Z developers.

Both are required for the successful migration of data from On-perm to cloud infrastructure. Currently, these migration taking place majorly on AWS or Azure platform.

A quiet revolution is brewing in the workplace. On one side are traditional teams – established executives and managers, many of whom put their jobs above all else. These traditionalists tend to expect respect from each of their team members.

On the other side are young tech team, these are millennials and many of them belong to Generation Z. They demand ownership, flexibility, and rights for innovation as all of them are creative in their space.

# Advance Analytics and establishing data pipes for data injection

HR will be playing the role of Scrum Master in order to derive the KPI and Dashboard requirement of the business for transformation team.

Highly recommend hiring Data Scientist in the HR team to streamline this critical process. For creating Data warehouse and data marts. It’s essential to think of business processes, interactions, and transactions as information flows and to embed advanced analytics directly within them. That leads to multiple benefits, including increased productivity, faster decision-making, reduced costs, and better-engaged customers, employees, and partners.

# Conflict handling among silos team – UI and CX

UI (User interface) and CX (customer experience) is the major reason for the difference between Tech team, Product team, and Marketing team. Each of them works in silos and project managers, Program manager operates under limitations thus HR plays a vital role in establishing the process and workflow to resolve the conflicts among the teams.

Trend: HR Professionals need to be Data Scientists First

Recent research from the CIPD on people analytics shows how important this upskilling will be. At present, only half (54%) of companies think their HR team has demonstrable numerical and statistical skills. In addition, only 40% think those teams are able to tackle organization issues using analytics data.

Bibliography – HBR, Delloitte, and CIPD


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