digital HR

The digital revolution is shaking up all the traditional business models like never before. Businesses are no longer in a position to hold a conventional way of work and managing the resources. People skills management and people analytics have become the essential enabler of employee focused oriented digital business transformation.

This is a white paper that connects skills management, digital hr and digital transformation 

Organizations are adopting new systems and process and employees are accepting a change to support the business transformation; if not, they will be doomed in the competition.

Now it is a known fact that 70% of Fortune 1000 companies in 2004 do not exist today, as per #Gartner reports, and 90% of organizations believe current digital trends, will disrupt their industries as per #Deloitte studies. The existing companies are leading the world with no brick and motor. Uber, B&NB, Amazon, Netflix are classic examples of transformed companies the enabling technology to service customers. The concept of zero asset ownership, zero inventory, and Zero movie halls have all disrupted traditional business models with Uber, Alibaba and Netflix attracting capitalization and delivering results. The process is happening in the Gig economy world, where it a freelancer on demand, or even an employee-on-demand, that means Zero employee cost.

Skills Management: What’s inside for you?

Data driven decisions
Transformation is openness
Pressure – Employee Dis-engagement
Opportunity for HR to play a strategic role
Opportunity for HR to provide Employee Experience
Skills in Digital HR
Ontology of Skills

Due to the change in business dynamics, traditional companies should behave better like self-starter or start-ups. Market dynamics are fast-changing, and all of a sudden, you need to be leaders that make quick, informed decisions with the help trusted analytics. Management consultants are in line to support organizations into the track of digital transformation. Yes, digitization is indeed transforming the companies; Organizations are in the middle of this fundamental shift. Thirty-one per cent of companies in this year’s Global Human Capital Trends 2017 survey report that they are in the process of implementing AI and robotics, and 34 per cent are piloting selected areas. And 10 per cent say they are either fully automated or highly advanced in this area.

Digitalization is usually the profound change of economy and society through digital technologies and the resulting behavioural change among customers and consumers. The fact is digitalization is holding and winning customers, nothing more, nothing less. It has also positively affected ‘a working day’ of the employees in the sense of efficiencies and effectiveness. Transformation and Management consultants such as AI, RPA, Lean, Six Sigma tell people how painful changes can be to eliminate specific process and people to bring profit and business sustenance. They make it clear that these transformations can enable all the stakeholders involved in the company with enough data and information that can lead efficiencies in each process.

Only a continued skills management, performance and sustainable success can bring in a balance of terms of optimized customer satisfaction, retention and number, as well as in terms of high employee satisfaction and financial growth

Please download the white paper skills management for digital transformation to read more Click here

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Dec 26, 2019 - In Skills Data