AI in HR

Five key steps to optimize Digital AI in HR Transformation

In 21st century, technology has disrupted almost all the industries. From ordinary people to professionals, every single person started to use internet for almost every single purpose from ordering online to applying for jobs. Business leaders are adopting digital AI in HR transformation to keep pace with the business dynamics and business sustenance. Smart HR leaders are choosing careful path of business transformation with global standards and practices. As a HR leader, it’s crucial to recognize the ways technology has become an inextricable part of today’s workforce. Whether employee experience or HR analytics, optimizing digital AI in HR transformation has become essential.  

Five key steps to optimize digital HR transformation

Empowering HR across the business:

                The first critical stage in creating a digital AI in HR transformation involves empowering HR across the business. The organization has to empower managers and employees with HR tools, streamline processes and free up HR resources to focus on transformation. The HR has to use tools like inventory skills, analysis skills, matrix competency, management software skills and library skills.

HR Decision Making:

HR decision making involves the use of analytics throughout the employee life cycle which enables organizations to identify issues, improve productivity and engagement. However, an ideal scenario would see line of business managers empowered with analytics for optimal role assignment and the design of recruitment policy.

Managing Work Force:

The HR department needs to manage work force by increasing transparency across the pockets of disengagement, attrition and performance issues. The HR department can also improve innovation at the work place. Having heterogeneous employee base helps to increase the organization’s adaptability, this will lead to better product decision. This helps with employee retention and also helps in increasing morale.

Employee Engagement:

Employees’ engagement is extent to which employees feel passionate about their jobs, are committed to the organization, and put discretionary effort into their work. The HR department has to involve the employees in business process, by increasing transparency and encourage the employees to share their knowledge in a creative way. The HR department has to make sure the employees get their rewards for the work they do.

Social and Collaborative Learning:

Social and collaborative learning can actually help the HR department in lots of ways. No time will be wasted to train the employee, will help a passive learner in an effective way to review and learn in their own time, and also let the employees to show their own talents. Social learning will also help undistributed problem solving by which small problems can be nipped in the bud. This will also nurture creativity-fostering environment, create a flexible work environment, and also form temporary work group to tackle business challenges.

For your organization’s, digital HR transformation of HR, Check out It’s Your Skill’s high performing skill ontology, Skill mapping,  Skill profiling process and let us know the feedback.

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