Digital transformation depends on transformation of the workforce and the way it is utilized, managed, and improved. This can only be achieved by HR helping to create an agile organization that meets the demands of the business, but also one that helps employees and managers become engaged, productive, and focused. At the same time, HR must maintain a development path and training goals, as well as manage overall employee performance. This includes not only the talent you have, but also the talent you target.
Becoming a digital-ready organization is not about what technologies companies use, how they build and deliver products and services, or what industry they belong to. Becoming digital-ready is about changing how companies set strategies, build organizations, and manage the workforce.
Any company can become digital-ready. It doesn’t depend on your industry, size, history, or geographic location. It just requires acting differently. Changing the behaviors of people working in an organization can be difficult. But it is not impossible provided people know what to change, understand why it matters, have the resources to do it, and are inspired and confident that they can make it happen. In other words, becoming a digital-ready organization simply requires true leadership.
In 2017, itelligence launched the HR Technology Survey to uncover trends and gain insight into what is happening in HR organizations of all sizes across a range of industries.
Download the 2017 HR Technology Report to benchmark your organization against others and gain insights into trends that are driving HR technology.
Most of us would agree that business has changed more in the past 15 years than in the past five decades. And while it’s true that all of that change is driving uncertainty across every area of business, human resources is particularly affected.
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