Like other departments of the company (finance, supply chain, marketing, etc.), the human resources function is gradually being transformed by current digitalization trends.

What are the challenges related to this profound transformation? And what are the levers to be activated to set this HR transformation in motion?

What is HR transformation?

In the wake of the health crisis, new ways of working are developing (teleworking, flex office, hybrid work, etc.), digitalisation is accelerating and the expectations of candidates and employees are changing.

To cope with this turning point, more and more organizations are becoming aware of the need to rethink their operations to adapt to current trends.

According to a HelloWork survey on recruitment, 82% of HR decision-makers believe that the digitalization of the HR function is now a priority.

We speak of “ HR transformation ” to refer to the digital shift driven by more and more companies within their HR department in order to align with current trends and challenges.

HR transformation: what are the levers to activate?

In order to activate the transformation of human resources management, several levers can be activated, with the implementation of digital tools and technological innovations, such as: HRIS (HR information system) software; cloud computing; AI; open data; big data; artificial intelligence; ATS (recruitment software); video interviews; professional social networks…

These different tools can make it easier and faster to source talent, and to optimize the entire recruitment process. They also make it possible to Automate the administration of personnel as a whole.

Several digital solutions can also be used to train and develop the skills of employees (e-learning, blended learning, MOOCs, videos, webinars, etc.) and to improve and simplify the company’s internal communication (social networks, newsletters, intranet, etc.).

To activate your HR transformation, it can also be very beneficial to call on an HR interim manager.

These consultants, high-flying leaders and experts in change management, will be valuable allies in carrying out this profound transformation in the best conditions.

Directly operational, the HR interim manager will be able to quickly deploy the necessary actions to unite teams, overcome resistance to change and ensure the full management of the strategic processes of the HR transformation.

What are the challenges of the transformation of the HR function?

The digital transformation of HR responds to a number of major challenges. It is a prerequisite for the company to:

Adapt to the new behaviors and needs of candidates and employees of the company;
Improve the operational efficiency of HR teams;
To relieve HR teams of time-consuming tasks (payroll management, position management, absences, leave, expense reports, schedules, remuneration and payroll, etc.) and to allow them to devote themselves to high value-added missions (talent management and employee retention, training plan, etc.). skills and career management, etc.).
Improve employee retention and build team loyalty;
Develop ways of organizing at work aligned with current needs and digitalization trends;
Strengthen the employer brand and the company’s competitiveness;
Improve the onboarding of new employees;
To facilitate the forward-looking management of jobs and skills;
To improve internal communication, social dialogue, interactivity and to create harmonious social relations;
Reduce costs related to the traditional sourcing process and recruitment errors;
To secure HR practices and guarantee compliance with social and labour law;
To enhance the human capital of the company.
…