Human resources and technologies for business performance
The digital transformation of companies with the introduction of digital technology has greatly changed the way people work. The HRDs are directly concerned and the improvement of the company’s HR processes also involves new technologies. The human factor remains as important as ever and represents an obvious strategic axis to allow the growth of the company and the improvement of its productivity. Human resources and technologies together must allow the company to optimize its performance to ensure its sustainability.
HR Strategy
The human being as a player in the success of the company
The main issue of the HR function is to provide the company with the skills necessary for its growth. For a long time, employees were seen as a means to an end, but today, employers see them as a source of progress on which the company’s performance and growth depend. The individual is therefore placed at the center of HRDs’ concerns and at the heart of strategies as the driver of success. The actions carried out at the level of training are reoriented in order to meet real needs in terms of skills.
In the same way, performance management and management methods are being revisited in order to give the necessary place to the human dimension. It is about developing the quality of interpersonal relationships, consolidating the collective spirit and highlighting the talent or potential of each employee. Finally,team commitment has become a central concern, as it is a source of performance and generates long-term growth. It is obvious thatfulfillment at work and quality of work life are positive and beneficial incentives for the company. Employees are a sustainable success factor for the company and human quality has a strong impact on the business.
Technologies at the service of HRDs to improve company performance
New technologies have a great potential toimprove HR processes. Indeed, they allow theautomation of many processes that are normally handled by men. This implies the implementation of software adapted to the needs of HR. Once the processes are automated, HR departments can position themselves on strategic issues and participate in the success of the company. In other words, HR managers have more time to focus on more strategic tasks such as thinking about the organization of the HR function, KPIs to measure the results of the function, capabilities…
HR departments can take their strategy one step further by using new technologies such as Big Data and analytics to develop talent, which is a major challenge for companies that want to remain competitive and successful. They will even be able to leverage social media to effectively communicate and showcase employer brand successes to potential candidates. HRDs are experiencing the full force of the evolution of their profession. They contribute to the company’s success by reinventing a management style that is more in line with its technological changes, by promoting the human dimension and by building a more balanced and transparent organizational model. Human resources and technologies thus make it possible to increase the performance of the company by providing a saving time, energy and real added value to the actions carried out, particularly through reporting and figures.
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“HOW TO IMPROVE THE PERFORMANCE OF YOUR HR PROCESSES
Also read in our feature on the digital transformation of the HR function:
- The digital transformation of HR functions: what role for the HRD?
- The major challenges for human resources management in the future
- Regulatory issues for HRDs to master in 2019
- Valuing the employee experience, a priority for HR departments
- Improving the company’s HR processes, the major challenge for HR departments
- Human Resources Information SystemHRIS), what is its use?
- HRIS to improve the company’s HR processes
- Human resources and technologies for business performance
- What technological tools are available to HRDs?
- HRD: which HRIS solution to choose for your digital transformation?
- Help in choosing an HRIS: why use a firm?