9 contents of digital transformation for human resources
Migration of hardware and technology from the above definition of organization accounts for only one part, while “software” transformation accounts for three parts of an organization. The problem of transforming "software" - human resources is a difficult problem for all business owners. According to studies on digital transformation, the failure rate is very high. Here are nine specific suggestions to help business owners determine what to do in a successful "software" to digital transformation.
Communicating about the mission, values and importance of digital transformation
Digital transformation is a process of change that will be difficult when human nature always wants to maintain the current status quo because they are familiar with the job. All change needs to start with an awareness of why it is necessary to change and the gains and losses in the change process. Those perceptions start from the business owner and the staff will plan, select tools and content to convey to all employees in the business.
Digital transformation leadership training
The goal of this section is to equip middle management leaders with digital skills, digital capabilities, and digital attitudes that turn them into a solid framework for implementing digital transformation. Mid-level managers are the small project leaders who implement digital transformation programs in their departments and processes.
Building a core team for digital transformation
The digital transformation core team includes all members directly involved in the process from strategy and planning to successful implementation and acceptance. This team consists of two main components, business and technology, to ensure that digital transformation projects serve the end goal of business. Especially, the digital transformation project requires the conductor to implement the whole project, which is CXO.
Upgrading the digital capacity of all employees of the company
When transforming human resources, businesses need to upgrade digital capabilities for all employees, including the smallest positions in the business. The digital competency framework for human resources includes important groups: 1 Group of fundamental competencies; 2 main groups of competencies; 3 New capacity groups such as.
In practice, digital transformation projects fail when they receive disproportionate investment, time-phased investment, and depth difference between “hardware” and “software.”
Change management
Successful digital transformation management is successful change management. In the process of change management, the business owner is the owner of the change process. For successful change management, business owners must possess determination, motivation, willingness to invest and take risks in order to change. However, it is not enough just to have a business owner, but also need a conductor to direct and coordinate activities to change the entire workforce.
Building a digital transformation culture
Promoting successful digital transformation in an organization requires an environment that fosters a change in culture, philosophy and principles of digital work. One way culture is represented as "water" to dissolve all the intangibles needed for digital transformation towards the "human beings" used for successful transformation. For example, businesses need to build a customer-oriented culture because that is the core of digital transformation.
Restructure the measurement and evaluation system of employees according to the digital philosophy
To truly succeed in digital transformation, businesses need to change their culture, philosophy and working principles to digitalization. Thus, when businesses convert to a digital environment, all human resource activities will change accordingly. In those changes, the system of assigning, measuring and evaluating directly affects employees on a daily basis. This system directly creates the good or bad emotions of human resources that determine the success or failure of digital transformation.
Building a digital organizational structure
Digital organizational structure is an often overlooked issue in digital transformation. In fact, structure is very important because it is the foundation for smooth digital transformation operations. Instead of organizing businesses into departments where resources are allocated by function, digital organizations optimize resources such as finance, people, technology, and data towards opportunities across the globe. market.
Transformation of HR functions
Human resources cannot be the driving force behind digital transformation in a successful business if the personnel themselves have not digitally transformed themselves. With a large workload and challenges from the above 08 tasks with limited resources, the HR department needs to digitize all of its operations. For example, through job digital platform solutions, the human resources department will easily conduct communication, training and solve specialized problems such as redesigning the assessment system or organizational structure.