Digital Human Resources!

In the last couple of months, I have had countless discussions with HR Managers, C-Level Executives and HR practitioners and the issue of digitizing HR kept on coming up over and over again. It seems as if the digital transformation bug has now also bitten the HR world.





As Jeanne Meister says in her article ( on Forbes that “As we enter 2017, the next journey for HR leaders will be to apply a consumer and digital lens to the HR function creating an employee experience that mirrors their best customer experience”. To keep your Customers happy, you first need to make sure that your Employees are happy and one of the key ways to achieve this is to provide them with the most appropriate tools with which to do their jobs, including an engaging and intuitive HR solution.

 "Innovation distinguishes between a leader and a follower."- Steve Jobs

In this article I want to discuss the journey of this transformation. I believe that companies are different in their culture and appetite for change, a one-size-fits-all solution will not be applicable, every business will take different paths. But I believe that these three broad levels will mimic how most companies will approach digital transformation:

1.      Traditional – Business as usual: Most companies begin by doing their HR business processes manually. 60% of HR organizations today are presently operating with manual processes. For example, only 26 of the 2015 Fortune 500 companies currently offer a mobile optimized job application process. HR functions can be performed manually but this tends to become cumbersome hindering your company to remain competitive in attracting, retaining and developing top talent.

2.      Digitizing the core HR Functions - Automation: the next logical step from the traditional management of the HR function is to automate certain processes such as record keeping, recruitment, on boarding and performance management. Automating some of the HR functions will give your company a competitive edge in the industry, which will allow your HR practitioners to focus on driving the Strategic direction of the Organisation and not spend their valuable time doing basic HR Administration.

3.      Innovation: At this stage most - if not all - of your HR functions should be automated. Prospective employees are able to apply online and on their mobile phones; your employees are empowered with self-service tools to be able to take leave and manage their career profiles on the system. Performance management is an everyday activity for each manager and employee. HR managers and personnel focus on adding strategic value to the organization instead of ‘keeping the lights on’.


Digital transformation must begin with executive support, HR leaders and managers need to lead these digital initiatives by example. Create a digital strategy and take it step by step in order to help your employees to embrace the new world of digital HR.