Digital HR: the digital transformation of the human resources function

In the era of digitalisation, all company departments are now concerned by digital transformation, and the HR function is no exception. Which digital tools and innovative methods can be used to facilitate human resources management? What are the challenges linked to the dematerialisation of processes? Here we take a closer look at digital HR.  

What is digital HR?

Digital HR, or “e-HR”, refers to all the digital techniques, tools and services used to optimise and improve human resources management. It is, in fact, a veritable digital turnaround for a company's HR function. More and more companies are seeing this change as a necessity, reflecting their desire to adapt to current trends, new user behaviours and emerging work methods.  

How does digital transformation of the HR function take place?

Digital transformation of the HR function can take place at several levels:

• Recruitment: career sites, job boards, mobile applications, video interviews, professional social networks, big data, artificial intelligence, ATS (recruitment software), HRIS (HR information system), etc. For the past few years, digital has been unavoidable for facilitating talent sourcing and managing the entire recruitment process.
• Administrative management of human resources, with the automation of processes.
• Staff training: e-learning, blended learning, MOOCs, videos, webinars, etc.
• Management: with powerful tools to facilitate activity monitoring and to improve the employee experience.
• HR marketing and internal communication (social networks, newsletters, intranet, etc.).

 

What are the stakes of digital transformation of the HR function?

Digitalisation of the HR function is a response to major challenges. For the company, it is an essential step to remain aligned with the behaviours and new habits of candidates and employees. It is also a powerful performance and competitiveness lever for a company. Digital transformation of the HR function first of all enables the automation of time-consuming tasks such as payroll management, job management, absences, vacations, expense reports, schedules, etc. This allows HR teams to save valuable time, freeing them up to focus on their core business and high value added tasks (talent management and employee retention, training, etc.). Dematerialisation of the HR function is essential for simplifying and accelerating talent acquisition, thereby reducing recruitment costs and limiting sourcing errors (using big data, artificial intelligence, statistical tools, HR management software, etc.). Tools such as cloud computing also help to secure and simplify HR data management. Digital tools improve the onboarding and welcome of new recruits, by offering them access to a digital platform to simplify onboarding, for example. Digital HR enables a company to offer its employees a high quality digital experience in their work environment. Digital tools facilitate internal communication, organisation and interactivity within teams, but also the development and monitoring of skills through a digital and accessible training offer. Digital transformation within the HR function helps strengthen a company's employer brand thanks to a strong online presence on various communication channels (social networks, websites, etc.). Indeed, it is estimated that 82% of candidates research a company online before applying*. Digital technology is also an excellent way to retain staff and develop staff loyalty within a company. It allows companies to offer new ways of organising work (teleworking, flex office, etc.), helps teams develop their skills, optimises tasks and improves management. Digital HR transformation has thus become an essential change management process within companies. Moreover, 82% of HR decision-makers believe that giving a digital dimension to the HR function is a priority.