What does digital transformation look like in practice? Here are some examples.
HCM Systems
Human Capital Management (HCM) systems integrate various HR functions, like payroll, performance management, benefits, and talent management into a single digital system. Implementing HCM systems helps streamline processes, improves data accuracy, and provides a centralized view of employee information. It also enables employees with self-service tools to request time off, manage their benefits, and update personal information.
By automating core HR functions, HCM systems greece mobile numbers list reduce errors, improve efficiency, and allow HR teams to focus on strategic tasks.
Application Tracking Systems (ATS)
ATS platforms manage recruitment, from job postings to tracking candidate applications and coordinating interviews. Implementing ATS platforms helps HR teams streamline workflows, assess candidates, and improve communications with applicants. It improves recruitment speed and quality, reduces the administrative burden of hiring, and enables HR to make data-driven decisions.
Onboarding automation
Onboarding automation uses digital tools to streamline and standardize new employee onboarding. This includes sending new hire emails, providing access to training materials, and completing documentation electronically. Automating onboarding reduces administrative work, improves the employee experience, and accelerates new hires' productivity by providing a structured onboarding process.
Employee self-service portals
Self-service portals allow employees to manage their HR-related tasks, such as updating personal information, requesting time off, and accessing benefits information. These portals are typically a part of a larger HCM system and are accessible from anywhere, providing employees with flexibility and convenience. Self-service portals enable employees to control their personal information, reducing the administrative workload for HR and improving the employee experience.
People analytics
People analytics uses analytics and data tools to understand workforce trends, evaluate employee performance, and make data-driven HR decisions. It covers turnover analysis, productivity tracking, and talent forecasting. Furthermore, it provides actionable insights that help HR leaders optimize talent management, improve retention, and make informed decisions on workforce strategies.
Digital adoption platforms (DAPs)
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, 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