HR and Digitalisation - why HR need to join the conversation

As People and Culture professionals HR are not often included in conversations about Digitalisation and technology. Here are some reasons they should be. There are two different parts to this conversation for HR. One is about how technology, and specifically emerging technologies, will be an important enabler to help HR perform their function. The second is how HR will support the Digital strategy of an organisation through culture change programmes, leadership development, training and recruitment.

The first part of this conversation looks at how HR might be able to utalise technology in the future for perform more efficiently. Blockchain technology has the potential to significantly change how HR recruits, verifies and on boards employees by allowing the automatic verification of experience, qualifications and identification through a 'Digital ID'. In a recent report by McKinsey, they predict a significant increase the importance of Digital IDs for national use and the potential for organisations and institutions to benefit through eliminating the verification steps of people management. AI technologies are providing HR with insights and data analytics to help source suitable candidates for recruitment, sifting through CVs, and the automation of administrative tasks. AI can help HR by using the data sets about employee training, skills, performance and previous work experience to more specifically individualized employee development even integrate with e-learning platforms to automate individual learning plans and career planning. Clunky disconnected MIS systems can be integrated through the use of APIs. While pre coded app development is still not sophisticated enough to allow HR professionals to create there own no code apps, it is possible in the future that HR professionals (not IT) can develop their own technical solutions and integrate these to the other HR systems. In short HR processes can be significantly enhanced through the use of emerging technologies saving time and money and ensuring a stronger alignment between HR and strategy.

The second part of this conversation is about HR's role in leading the Digital agenda in organisations. As the heartbeat of people and culture management, HR are the lead business owners for culture change interventions, and the subsequent training and internal communication strategies that help deliver the message of change. If HR teams do not have the right expertise to manage and lead culture change, then Digitalisation strategies and investments are at risk of not being successful. HR play a lead role in ensuring the organisation is agile enough and ready to receive new Digital initiatives.

In the words of the Management guru Peter Drucker "culture eats strategy for breakfast". It is time for us HR professionals to ensure we have a seat at the table.