The goal of the intelligent enterprise is to enable a company to continuously innovate, deliver best-in-class customer experiences, reimagine business models, and empower employees to leverage digital technologies to drive even more value. Therefore, digitalization requires the transformation of businesses, processes, and people.
High-performance HR organisations lead the digital transformation instead of waiting for it to happen. In other words, HR needs to be the architect of the digital transformation.
But what is the role of HR in the intelligent enterprise? According to Bersin by Deloitte’s 2017 research, high-performance HR organisations lead the digital transformation instead of waiting for it to happen. In other words, HR needs to be the architect of the digital transformation.
HR can lead the digital transformation towards the intelligent enterprise by:
- Attracting, developing, and retaining the best talent
- Leveraging employees’ full potential and connecting them to the company vision and strategy
- Developing leaders that drive the change towards the intelligent enterprise
- Shaping a culture of relentless innovation
- Providing the right concepts for the Future of Work, like agile or networked organisations
This also transforms HR toward intelligent HR. Our leaders and employees are digital consumers and expect HR services to be consumed in an easy, seamless, and mobile way with a state-of-the-art user interface. The expectation requires HR to narrow our focus toward creating an end-to-end consumer-grade experience.
Deployment of the newest technologies and next-generation capabilities is not an option; it’s an imperative. Technology is the key enabler for us to continuously transform the way we design and deliver experiences for employees and managers – anytime and anywhere. Ultimately, we are combining the “human” element of human resources with the power of technology, but strategically leveraging our data to add new business value and insights.
Focusing on strategy
To emerge as a digital winner, we must rethink the HR strategy, that is, the long-term framework that helps to stay on track as an HR organisation. Digitalisation must be embedded as an integral part of the HR strategy. Every company needs to develop its own long-term vision to become digital while also supporting the business and the people to transform accordingly.