The 7 Deadly Sins of the HRD: Sin #7, underestimate yourself

December 3, 2019

HRDs do not have a minor role in digital transformation

As we have seen, HR managers play a central role in supporting change and in the digital transformation of companies. This role is multifaceted because it involves managerial skills, the company’s structure, its organization and its culture.

As the first ambassadors of the employer brand, they must set an example and digitalize their HR processes at all stages of the employee cycle in the company. These include the onboarding phase, resource management, skills development, talent management and offboarding.

They must be the first to prescribe new digital tools within the company by making BYOD (Bring Your Own Device) possible. Moreover, the exemplarity in the appropriation of digital technology will strengthen the commitment of the younger generations on the one hand, and will help the most reluctant to get started.

Now essential in the life of the company, digital makes it possible to work in collaborative mode, automate processes, analyze and cross-reference large volumes of data thanks to Big Data and Artificial Intelligence. Finally, it provides valuable assistance in making decisions to allocate the right resources to the right place or at the right time.

However, the very essence of the HR function is to manage human relationships. The fear for some is that digital tools will replace over time these interactions and moments of exchange that are absolutely necessary to preserve the link in the company.

In reality, this is not the case. By deploying digital within HR departments, teams will gradually be relieved of time-consuming and non-value-added tasks in order to devote more time to providing quality services and support to all employees in the company.