The aim of digitisation is the improvisation of the organisational resources for maximum returns. The successful transformation starts with people, not with machines because these are the ones who lead a revolution. The adoption is pretty much helpful for the enterprises in managing their assets, including the human capital.

Digital transformation is a process that requires both time and commitment of the decision makers, even the business pioneers in such adaptation have spent years in the complete make-over. So, fostering a beneficial change and making people ready is the responsibility of the human resource in a dynamic organisation.

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Things sound easy, but difficult to practice in the absence of desires and weak aptitude towards technology. According to Gartner, a quarter of businesses all over the world are losing their market position just due to their lack of competency level and the reluctance to the digital culture in the workplace.

Whereas, the SHRM (USA) has revealed that during 2015 to16, six were associated with the digitisation of the economy.

A business can’t expect much from non-technology savvy HR leaders unless they dedicate a sufficient amount of time in familiarising themselves with the advanced benefits of cutting-edge digital technology. Hence for a futuristic entry into this foray, it is essential to ensure various responsibilities for a successful transformation and desired results.

During onboarding, managers want to share more information in lesser time, and they expect the proper attention of the joiners. The advent of automation has minimised the paper and administrative work during an onboarding session. Now they can develop more engaging, interactive, and interesting content to maximise returns.

Digital onboarding tools are not only effective in saving the time but also help the recruit to get familiar with the team, goals of the business, action plans, and work culture of the organisation easily and effectively. Virtual communications with people in different territories and locations ensure real experiences and remove geographical barriers. Furthermore, this provides a similar experience to each new employee, and everyone receives equal attention.

Today, employees want easy access to all the necessary details related to their job responsibilities. Content/data that makes their work easy, effective and time-saving is the demand of the employees in digitally transformed organisations.

Firms that operate from multiple locations in a different part of the world usually create a virtual knowledge/data hub, employees of these large organisations can keep themselves updated with every message or notification and can proceed accordingly.

Contacting the seniors in different time zones may sometimes cause problems, but with the adoption of self-service tools businesses can keep their people active and operational around the clock.

Self-service tools are also quite useful heterogeneous groups, and they remove many communication barriers related to time, space, and language. Hence it is the responsibility of the HR department to equip the employees with latest and efficient self-service tools.

Digital technology is connecting individuals and teams by empowering the groups with customised communication solutions. From mobile apps to professional platforms, it is revolutionising the social collaboration among employees.

Social collaboration tools in the present times are much more effective than phone calls, emails, and text messages. Now, it is the responsibility of the HR personnel to train the people about different social collaboration tools like how to optimise them and how to develop a habit of using them.

Data analytics is one of the biggest rewards of digital technology for organisations and more particularly to their HR departments. From recruitment and selection to delegation and performance appraisal, these personnel take the support of data analysis in almost every recognised function of the department.

Data analytics provides customised solutions to these regular tasks. In addition, the right usage of predictive analysis provides a clear insight about the potential and future productivity of the human capital.

Another advantage of data based predictive analysis is discovering areas where training should be provided to the workforce to make them ready for the emerging challenges. Data science can benefit the organisation in a big way, but the knowledge of its latest tools is must.

The digital economy is an inclusive process of transformation that begins from the HR department but can be observed throughout the organisation in advanced stages. It is their responsibility to understand the needs and demands of the digital enterprises and re-engineer the system in line with the desired changes.

The writer is human resource head, Xapads Media Pvt Ltd