Human Resources, which once was viewed as a support function for a business, has now taken center stage and is leading companies through some of their most turbulent times. With employees working remotely and nearly every aspect of work having become digital, HR business leaders have been asked to lead their businesses through a host of significant changes, particularly the digital transformation process.
Moving forward, technological innovation will continue to shape how modern companies conduct business. As a result, it is critical that HR leaders learn to navigate future trends to promote company-wide growth.
Although 87% of senior business leaders say digitalization is a company priority, only 40% of organizations have brought digital initiatives to scale.1 Is a fear of change causing hesitation? Perhaps its lack of resources or limited budget?
Read on to find out why now is the time to begin your digital transformation journey and how to ensure it is successful for you, your clients, and your employees.
Recent findings by IDG found that 39% of CIOs claim business and digital transformation is the top priority in the eyes of their CEO.2
Digital Transformation is the adoption of digital technology to transform services or businesses, by replacing non-digital or manual processes with digital processes or replacing older digital technology with newer digital technology. With every decade that passes new technical advancements have become part of our daily routines, but this gradual implementation has resulted in people being equipped and open to these changes. Fast forward to 2021 and everything as we know it in the workplace has had to change overnight – digital workforce, digital workplace and digital day to day processes.
How individuals deal with change can differ. Change is often complex and difficult for people. Digital transformation impacts employees directly. This influence can either be positive or negative, depending on one’s standpoint. The most cited reason for project failure is problems with people and change. 3 Organizations often invest more in the technical side of change than in leading impacted people through times of change.
The first step in managing any type of organizational change is understanding how to manage the change that a single individual is experiencing. Companies move twice as fast on digital transformation when there is a shared understanding — among senior leaders, strategists, and the organization as a whole. 4 Driving successful change in individuals and organizations requires new thinking, new models for change, and new tools.
Effective Change Management increases the likelihood of a successful Implementation of any project, in particular a digital transformation. HR Technologies such as those provided by HubbubHR grow with you and across your business by enabling the implementation of new software with the support and knowledge of your teams to achieve long term engagement and adoption. An approach which supports individuals through change, ensuring no one gets left behind, sets the foundation for a long-term adoption.
Digital transformation of some scale is inevitable in this changing business landscape therefore it is a must, but it is also a competitive advantage. This is because, despite the necessity of using technology to transform a business, most companies have yet to complete their digital transformation plans or formulate an effective strategy that scales. 70% of organizations have a digital transformation strategy or are working on one 5, are you part of the majority or have you yet to make the change?
It is important to remember, change can be challenging, but not changing could be your biggest challenge of all.