HR Digitalization Has Arrived. Where are you?

Posted by Amy Champigny on August 11, 2019

man sharing tablet with woman

Gartner’s 2017 CEO survey found that CIOs must scale up digital business. Digitalization was on the periphery for most CEOs only a few years ago. The time for transformation is now. No matter which way we look at this finding, it will have a profound impact on the way people are managed and projects are staffed and delivered.

HR processes are still largely manual and it is here that we need to look for a significant return on technology investments. It’s about modernizing how we recruit, develop, and retain our people. When 53% of companies are adopting big data analytics, there have to be some significant benefits. That said, it is parts of the business other than HR that are driving that statistic. How many HR leaders would like to progress toward analytics, but still have five or more disparate systems and no way to gain a holistic view of the workforce?

One step at a time

Different functions of HR can no longer effectively work in silos. Work to improve visibility by utilizing integrated platforms that can provide rich visuals. Build insights and strengthen decision-making with accurate data collected from various parts of the business. Managing people is a company-wide affair. Work closely with leaders in project delivery, resource planning, and business development to create a more integrated human capital management strategy and leverage integrated HR solutions to support your efforts.

 

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Why does it matter?

Even where people are concerned, good decision-making is becoming more and more about data. Think about data integrity. Do you trust the information you have at your fingertips, if you have any at all? Once you have your data scrubbed, you can start truly leveraging the metrics you may already be tracking. If you aren’t tracking human capital management metrics, get started. Benchmarking against other similar companies is imperative if you hope to find and retain the top qualified talent in the marketplace.

How does HR digitalization help project-focused businesses?

#1 Workforce capacity and planning

Imagine knowing when you’ll need to expand the workforce or prepare teams for strategic growth. Have you ever gotten the call that the workforce needs to expand suddenly in order to support a new project? In a future state of HR digitalization, calls like this one won’t come as a surprise. When you have the data you need about upcoming projects and the probability of winning outstanding proposals, you may be able to predict those fluctuations. With the support of Talent Relationship Management, you might even have enough of a talent pipeline to fill the new requisitions faster!

#2 Upskilling Your Employees

Have you heard recently that the talent market is tighter than ever? This is our reality for the near future. Companies can’t simply hire themselves out of a skills shortage in the short term. With greater visibility and cross-functional collaboration combined with skills repositories and learning programs, you may be able to train your company out of that same skills shortage. Upskilling helps you to train employees to take on new roles that require specialized skills. This is a powerful tactic. By upskilling current employees, you are able to plug those hard-to-fill vacancies with existing employees. Employees benefit from these development opportunities, too and are more likely to stay engaged and remain with the company.

#3 Training and Development

One of the biggest challenges faced by project-focused industries, like AEC, consulting, and government contracting comes down to training. Inexperienced project managers with little or no formalized training are affecting your ability to deliver projects under budget and on time. The good news is that it has never been easier to leverage technology to fill the gaps. Even if your company isn’t large, you can still afford a learning management solution and professionally curated content. In fact, you can’t afford not to. The cost barrier to entry is relatively low and the benefits are too numerous to list, but rest assured that you’ll end up with a workforce that is both engaged and highly skilled. Don’t underestimate how attractive investment in employee learning and development is to prospective candidates, too.

Key Takeaways

Recruit more strategically, develop your own leaders steeped in your culture and values, and overhaul the employee experience to position your firm as a leader by incorporating HR technology solutions.

 

 

About the Author

Amy Champigny spent more than 15 years working in finance and accounting and most recently she served as Director of Finance for a management consulting group. In 2015 Amy implemented a Deltek ERP and transformed the finance function in her firm.