How To Implement a Digital HR Strategy
Posted: Sat Jan 25, 2025 3:37 am
Digital Adoption Platforms (DAPs) represent a notable example of HR digital transformation. They facilitate integration, adoption, and effective use of organizational tools and technologies. A DAP guides employees through new software and processes by providing in-app guidance, tutorials, and real-time support. DAP helps users adapt to digital tools faster, minimizing disruption and improving efficiency with new technologies.
Digital HR Case Studies
Digital transformation can affect HR functions – from recruitment and onboarding to payroll and benefits. This transformation can vary in scale, from a few days to over a year. We have three digital HR transformation case studies of companies that tackled a specific business challenge.
ACTS
At Atos, an IT and consulting firm, greece mobile numbers list there was a disconnect between the core HR system and its employee document management function. To bridge this gap, the organization wanted a tool that facilitates seamless end-to-end HR delivery services for employees, managers, and HR personnel. Atos chose a cloud-based solution that would be rolled out across 70 countries.
This software integrated the organization's Employee File Management system with the recruitment model of its HRIS, allowing streamlined operations and automation of the offer letter process. The managers could now access the HRIS directly and generate an offer letter with the push of a button, eliminating the need to contact HR personnel for approval of new hires.
Global energy company: Using digital HR to improve EX
A global energy firm noticed a considerable difference between external and internal digitalization. Their delivery and compliance training was outdated and ineffective. The company’s interim HR Change and Innovation Director used this to shake things up by introducing gamification to deal with the issue. A training app was developed that allowed employees to gain badges and obtain high scores visible to the entire employee base.
As a result, the company saw a 100% uptake in the tests, and their complaint training was completed in 3 months (down from the 9 months previously).
KPMG Belgium
The HR digital transformation case study focuses on preboarding, an often overlooked but important step towards happy and engaged employees. KPMG Belgium didn’t have a preboarding process – for graduates in particular this could lead to relatively longer periods from the moment they signed the contract to their first day on the job. So, they decided to use an integrated onboarding software to solve this problem.
The organization’s pre-boarding starts as soon as the candidate signs the contract. The app sends the candidates all the essential information they need, including their colleagues’ contact details. After two years of pre-boarding, KPMG saw:
An app activation rate of 81%
New hires rating experiences at 4.5 out of 5
How To Implement a Digital HR Strategy
Even though implementing a digital HR strategy sounds great in theory, it can be daunting. Here are some pointers on things to watch for while implementing it.
Identify key processes
Begin with high-impact HR processes like recruitment, onboarding, performance management, and learning and development to maximize the benefits of digitalization.
Set clear objectives
Define specific, measurable goals for your digital HR transformation, such as improved employee engagement, faster recruitment, or streamlined payroll.
Choose the right technology
Research and select HR technology solutions that align with your strategic goals, considering features like cloud-based access, integrations, and scalability.
Ensure data privacy
Ensure compliance with relevant data protection regulations by implementing robust security measures for employee data.
Evaluate performance
With the objectives and metrics established in your digital transformation strategy, critically evaluate what works and what doesn’t. You can also make timely adjustments by collecting feedback from employees.
Wrapping Up
HR digital transformation is a continuous journey rather than a one-time event. Once a new solution is implemented it is important to stay agile and responsive to changing business needs and technological innovations. This ongoing commitment to improvement fosters long-term success and creates a significant competitive advantage.
Frequently Asked Questions (FAQs)
What is the difference between traditional HR and digital HR?
Digital HR Case Studies
Digital transformation can affect HR functions – from recruitment and onboarding to payroll and benefits. This transformation can vary in scale, from a few days to over a year. We have three digital HR transformation case studies of companies that tackled a specific business challenge.
ACTS
At Atos, an IT and consulting firm, greece mobile numbers list there was a disconnect between the core HR system and its employee document management function. To bridge this gap, the organization wanted a tool that facilitates seamless end-to-end HR delivery services for employees, managers, and HR personnel. Atos chose a cloud-based solution that would be rolled out across 70 countries.
This software integrated the organization's Employee File Management system with the recruitment model of its HRIS, allowing streamlined operations and automation of the offer letter process. The managers could now access the HRIS directly and generate an offer letter with the push of a button, eliminating the need to contact HR personnel for approval of new hires.
Global energy company: Using digital HR to improve EX
A global energy firm noticed a considerable difference between external and internal digitalization. Their delivery and compliance training was outdated and ineffective. The company’s interim HR Change and Innovation Director used this to shake things up by introducing gamification to deal with the issue. A training app was developed that allowed employees to gain badges and obtain high scores visible to the entire employee base.
As a result, the company saw a 100% uptake in the tests, and their complaint training was completed in 3 months (down from the 9 months previously).
KPMG Belgium
The HR digital transformation case study focuses on preboarding, an often overlooked but important step towards happy and engaged employees. KPMG Belgium didn’t have a preboarding process – for graduates in particular this could lead to relatively longer periods from the moment they signed the contract to their first day on the job. So, they decided to use an integrated onboarding software to solve this problem.
The organization’s pre-boarding starts as soon as the candidate signs the contract. The app sends the candidates all the essential information they need, including their colleagues’ contact details. After two years of pre-boarding, KPMG saw:
An app activation rate of 81%
New hires rating experiences at 4.5 out of 5
How To Implement a Digital HR Strategy
Even though implementing a digital HR strategy sounds great in theory, it can be daunting. Here are some pointers on things to watch for while implementing it.
Identify key processes
Begin with high-impact HR processes like recruitment, onboarding, performance management, and learning and development to maximize the benefits of digitalization.
Set clear objectives
Define specific, measurable goals for your digital HR transformation, such as improved employee engagement, faster recruitment, or streamlined payroll.
Choose the right technology
Research and select HR technology solutions that align with your strategic goals, considering features like cloud-based access, integrations, and scalability.
Ensure data privacy
Ensure compliance with relevant data protection regulations by implementing robust security measures for employee data.
Evaluate performance
With the objectives and metrics established in your digital transformation strategy, critically evaluate what works and what doesn’t. You can also make timely adjustments by collecting feedback from employees.
Wrapping Up
HR digital transformation is a continuous journey rather than a one-time event. Once a new solution is implemented it is important to stay agile and responsive to changing business needs and technological innovations. This ongoing commitment to improvement fosters long-term success and creates a significant competitive advantage.
Frequently Asked Questions (FAQs)
What is the difference between traditional HR and digital HR?