Digital is quickly evolving from “a way” of operating to “the way” work gets done. Technology is only part of the story, an enabler rather than the end goal. Digital enterprises understand this distinction, exhibiting these eight traits to mature from simply doing digital to being digital.
HR for humans: How data, digital, and human-centered design can transform HR
Posted by Mike Grennier on January 28, 2019.
While the customer has long been king in business—and rightly so—the digital age has enabled companies to treat customers like royalty by catering to their needs and preferences in unprecedented ways. Now, a competitive job market and underlying social and workforce trends have given employers another royal to consider: candidates. How is your Talent Acquisition organization taking advantage of digital capabilities to treat candidates like customers?
One of the four shifts for the future of HR
It’s a changed world out there, and the future of the enterprise, the workforce, and how work gets done demands a new future of HR. We’re exploring each of the four shifts HR needs to make to step into the future: mind-set, focus, lens, and enablers. Today we’re tackling the mind-set shift needed to adopt new traits, behaviors, and ways of working for thriving in the digital age. It’s more than just doing digital things like creating apps or adopting digital technology and automation. It’s about reshaping an enterprise’s culture to act with agility and collaboration.
For the first time in history, technology is pervasive enough and cheap enough that everyone is using it with little or no learning curve. So how can businesses adapt and keep up? Deloitte Digital is talking Digital DNA with our resident experts.
We’ve been having many discussions in recent years about various disruptions affecting all businesses—but what does this all mean for HR? Now more than ever, HR is being asked to take the lead on behalf of the enterprise in making shifts and changes to thrive amid constant disruption. One of four major shifts HR must make to prepare for the future is to help the enterprise build a digital mind-set—from doing digital to being digital. Why? Because it’s critical to addressing three very different futures affecting all of us: the future of enterprise, the future of the workforce, and the future of how work gets done. Nobody is better positioned than CHROs and HR leaders to take the lead in preparing themselves—and their enterprises—to thrive in this new world of work.
Posted by Ido Namir on December 19, 2018.
Acknowledging that efficient, learning AI technologies are due to a base of large and relevant data, a whole new approach toward human work and employment is emerging.
The future of work is being shaped by three key forces. As technological advances of cognitive AI, machine learning, and everything-as-a-service become more integrated into the fabric of business the very nature of the workforce, work and workplace are rapidly evolving. It is enabling a new generation of workers who will be largely “gig” and digitally savvy. The best talent may no longer be where companies exist meaning that managing a more broadly dispersed workforce will be a competitive differentiator. When compounded with a significant number of pending retirements and a complex global regulatory environment it is clear that the topic of knowledge management is top of mind to leaders.
Becoming a smart, adaptable business is not a one-dimensional issue. As high-tech becomes an integral part of our daily work, changing manpower or IT on one hand or replacing machinery on the other is not sufficient to keep an organization competitive. On the contrary, many startups and boutique companies with limited experience and resources are outsmarting and disrupting established companies. Understanding the reasons for this phenomenon can shed light on the essential transformations needed to compete in this dynamic market. Namely, better knowledge management and clever implementation of digital workplace tools can make businesses smarter than ever.
Posted by Steve Lancaster on November 16, 2018.
In the social enterprise, your workers are also your customers. Just as you tailor offerings and manage your interactions in the external world to attract and serve customers, the way you manage knowledge is an opportunity to build that same rapport with your workforce. By making it easier to capture, access, use, and share knowledge throughout the organization, you make room for people and performance to thrive.
Once you’ve made the leap to the cloud, leveraging existing technology can further propel you toward true High-Impact HR.
Transitioning HR’s system of record from legacy, on-premises technology to a cloud solution is a giant leap forward in transforming HR to better serve the business and employees. But why stop there if you can keep the momentum going and unlock more value? Let’s look at some ways to increase HR effectiveness and build on previous transformation efforts—without undoing or redoing what’s been accomplished so far.
Posted by John Hagel III posted on August 20, 2018
Digital technologies continue to improve at exponential rates, creating expanding opportunity. Yet, at the same time, we are seeing growing fear within populations around the world. What explains this paradox? It may be that these same technologies are producing mounting performance pressure on all of us, as individuals and institutions.