Digital HR: A Sign of the Times
HR is changing as digital platforms influence many core aspects of the HR function.
This week, Facebook announced the launch of its job posting function. This takes it into the traditional LinkedIn arena… and offers a further digital tool to HR. It’s a perfect example of how HR professionals need to be increasingly agile and digitally-aware.
Four HR tasks transformed by digital developments:
1. Talent Acquisition
Deloitte’s Trends report confirms that this is a key area of change during 2017: “Recruiting is becoming a digital experience as candidates come to expect convenience and mobile contact. Savvy recruiters will embrace new talent acquisition technologies to forge psychological and emotional connections with candidates and constantly strengthen the employment brand.”
2. Employee Experience
Retaining staff within today’s world of work experiences rather than career paths is increasingly important. This goes beyond culture and engagement. Digital tools enable HR teams to be increasingly aware of feedback, wellbeing and fitness.
Data can be used to understand the impact and issues of HR. Pocket HCM explains: “There will be a downpour of analytics tool for the human resources department. This is the reason why future HR generation ought to be competent in analytics. The HR will not only have to deal with an ocean of data, but also with the constantly evolving data. Thus, the secret to getting their heads into analytics and big data lies in getting familiar with emerging analytics terms such as data mining, machine learning, cost modelling, etc.
The HR specialist gives examples of how analytics can help HR, by:
– Predicting which employees are more likely to quit
– Predicting future leaders
– Identifying factors that drive employee engagement
– Predicting when the employees are burnt out
– Identifying upcoming recruitment patterns
4. Training for Automation
Automation affects almost every aspect of an organisation, from customer service to HR. Deloitte states: “Automation, cognitive computing, and crowds are paradigm-shifting forces reshaping the workforce.
“Organisations must experiment and implement cognitive tools, focus on retraining people to use these tools, and rethink the role of people as more and more work becomes automated.
“The new rules focus on experiential learning, process change, data-driven tools, transparency, and accountability.”
“Digital developments have enabled us to liaise with HR teams and assignees more efficiently and effectively,” explains Louise Chilcott, Business Development Executive at BTR International.
“Technology can seem daunting however it helps enormously thanks to the speed and versatility that it offers our global relocation operation.”
She adds: ”Many HR teams are facing a growing need to global mobility. Technology will help to ensure that this is achieved as smoothly and productively as possible.”
If you would like to know more, please contact Louise by emailing
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