Want to find and retain top talent more easily?

It would help if you had automation. 

There’s no way around it. HR teams need data to make better decisions. Not only to hire potential team members but also to retain current talent. Data on employee engagement, job satisfaction, skills, career goals, previous workplaces, and so on - is precious to HR leaders (and to your organization’s long-term success).

Getting that data is something that HR software can help with. In fact, there’s a whole strategy called HR digital transformation to manage the transition to more data and automation-based processes.

As with any other complex transition, you need a plan. 

In this blog, you’ll find tips to write an HR digital transformation strategy plan for your business to cover all the bases. 

But first, What is HR Digital Transformation?

Digital transformation in HR is the implementation of automation and data analysis to help meet a company’s talent needs. 

How does HR digital transformation improve HR processes?

Traditional practices involve HR team members reading every resume that comes their way. It involves constant contact with a new hire to do onboarding paperwork and explain various work policies. 

Modern HR digital transformation often involves using an Applicant Tracking System (ATS) to filter out candidates using predefined keywords and characteristics. The whole process takes minutes, and hiring managers get to read only the best resumes. HR digital transformation also involves using an onboarding platform which is used to provide electronic documents, access to company policies, and share instructional videos with new hires. Onboarding platforms are particularly helpful in companies that operate in multiple locations.

The result?

Finding candidates, onboarding new hires, and managing existing employees become more effortless. Team leaders are happy with lower employee turnover and more motivated team members. Your organization moves faster towards achieving business goals. 

Everybody wins. That is if you do HR digital transformation the right way. 

What is the right way, you ask?

Digitizing HR is a complex process. So we’ll need to take it one step at a time. 

The first step is to do a bit of planning. At this stage, we’re going to be documenting the strategy for transforming HR processes.

How to Write HR Digital Transformation Strategy

Here’s a step-by-step process to write a detailed strategy for your business. 

Step 1: Align Company Goals and Technology Needs

Your HR and People team have goals to meet. Knowing these goals will help to choose the best Human Resource Information System (HRIS) to invest in. For example, their priorities at the moment might be:

  • Finding top candidates
  • Remotely onboarding new hires
  • Keeping eNPS (Employee Net Promoter Score) above 90. 

To help them with these, the HR software should have specific features. 

In this case, they are:

  • Applicant Tracking System (ATS). It helps with handling all recruitment-related documents electronically (keyword-based resume filtering, etc.)
  • Online preboarding/onboarding. Needed for welcoming and onboarding new employees remotely or partially remotely
  • Employee surveys. With regular employee surveys, HR can get feedback on policies, discover workplace issues, and make the company a better place to work. 

So, to know what you need, write down the needs and goals of the HR team. 

They will become the pillars of your HR digital transformation strategy (plus they’ll help you to choose the best HRIS later).

Step 2: Choose a Process for Experimentation

HR digital transformation is quite complex, and no one can implement it within days. A large-scale adoption can significantly slow down the existing HR processes due to the learning period.

Here’s how to avoid that: start small. 

Ask your HR folks to choose a specific process they’d like to digitize first. Employee onboarding might be a good place to start (only one in three HR departments use technology in this process).

Let’s suppose you’ve chosen to increase employee engagement based on survey feedback.

Write a step-by-step implementation of HRIS for this specific project. It should include tasks, timelines, and expected outcomes. 

An example:

  • Create an employee engagement survey (10 questions) until November 16
  • Send out the survey on November 17 along with an announcement email asking to complete it
  • Collect answers until November 25 (may have to send a reminder email to the staff on November 24)
  • Analyze employee answers and define improvement opportunities based on their suggestions, ideas, and feedback. 

Have HR team members share their experience during the experiment. If it goes well, you can start implementing more changes in other processes. 

Should any issues occur, find out what happened and if you can fix them. 

Useful resources:

Step 3: Describe Changes in Processes

“Transformation” means huge changes, as nearly every process gets an upgrade. 

In many cases, it’s not only the HR and People team that will be experiencing the changes. For example, team leaders should be aware of how the process of onboarding their new hires will look. 

As a People Leader how about taking notes on all new/updated HR processes and share it via email or an internal slack channel. Everyone in your company should have access to this information to understand how new HR processes are going to work. Writing tools like TrustMyPaper, Grammarly, and GrabMyEssay can help with keeping everything concise and clear. 

Documenting changes is easier than you think. For example, a platform like Sapling has a checklist for onboarding that describes every task the new hire must complete and gives a suggested completion date to help new hires prioritize the work. These tasks are visible within the Sapling platform for the hiring manager too to help them keep track of their new hire’s progress.

Onboarding - a task view in Sapling. 

Not only does this help to ensure new hires are set up for success, it also gives full visibility to the hiring manager and HR manager to ensure onboarding tasks are being completed in a timely manner.  

HR Digital Transformation: Final Thoughts

Does your business need an HR platform to digitize operations?

Yes.

It’s a must to take your HR to the next level. It’s not just about keeping up with times, it also will free up your HR team to focus less on admin work and more on your people. 

Start small by creating a plan for success. Choose the right solution(s) for your organization’s future needs  Ultimately, you’ll equip your business with powerful and effective HR technology that’ll save a lot of hours and money. 

AUTHOR BIO

Nicole Garrison is a content writer and editor at SupremeDissertations and ClassyEssay. She has written countless articles about marketing, recruitment, and web security. Besides work, Nicole’s biggest passions are eco-tourism and learning new languages. 


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