The digital transformation of the HR function

To meet the challenges posed by digitalization, companies are adapting to a completely rethought way of working. Today, collaboration, hybrid management styles and agility are the hallmarks of this change. To drive it, companies are deploying numerous digital tools, introducing a new culture and renewing their processes. The HR function is playing a key role in the success of this transformation, which promises to increase performance, flexibility and growth. Find out what's at stake in the digital transformation of the HR function, and how it can play its part in this renewal.

Digital transformation of the HR function: definition

The changing business environment has naturally reshaped not only the role of managers, but also that of HR professionals. The digital transformation of the HR function requires them to develop a strategic vision, in order to adapt to new, less hierarchical ways of working, favoring autonomy and mobility.

The HR function finds itself in the front line of guiding employees through these new forms and conditions of work, which are completely reshaping the organizational structure of companies. At the same time, the digital transformation of the HR function is taking shape through the adoption of digital solutions dedicated to the implementation or automation of one or more business-specific processes.

The challenges of the digital transformation of the HR function

To meet the challenges posed by the digital transformation of the HR function, professionals in the field face a dual challenge: the digitization of tools and the automation of processes, and the management of change in the face of the managerial and organizational upheavals brought about by new ways of working.

Evolving HR processes and tools

The digital transformation of the HR function and new digital solutions have changed the way we approach certain HR tasks. In particular, automation has made it possible to do away with time-consuming, low value-added processes. This technology, which makes daily life easier for HR professionals, is behind the strategic shift in the function, which now has more time to devote to tasks that are both rewarding and impactful.

But it's also the very way in which certain tasks are carried out that has been turned upside down: the advent of social networks, for example, has considerably multiplied the channels for sourcing candidates. Lastly, the development of innovations such as virtual reality is making it possible to offer new, more immersive experiences that are closer to the realitý of working environments, particularly in the field of training.

Tailor-made support for new ways of working

The second aspect of the digital transformation of the HR function is perhaps the most challenging: the digitization of companies has brought with it new ways of working, and democratized teleworking and mobility. The hybridization of work has also made immediacy and ultra-connectivity the norm. However, employees who have to be ever more available can quickly find themselves lamenting the consequences of this uninterrupted flow of communications, as the blurring of the line between professional and personal life becomes ever more prevalent.

In order to prevent these risks and promote well-being in the workplace, the HR function is responsible for providing access to relevant information designed to facilitate internal communication. It must also adapt to the new demands of employees, who want more follow-up and personalization. HR functions must respond to this by providing them with greater support in developing their skills and career plans.

Tools for the digital transformation of the HR function

The digital transformation of the HR function - designed to increase efficiency, precision, security and interactivity - is taking place at every level of the business: in recruitment, training and document management. Discover some examples of technologies deployed in human resources departments.

Dematerialization tools

The range of tools deployed to drive the digital transformation of the HR function and dematerialize procedures includes :

• The badge reader: facilitates exchanges between employees and HR, enabling employees to track their vacation requests and HR to send personalized communications;
• The safe: in the form of a personal digital space accessible to the employee, the employer transmits payslips in a completely secure manner;
• Document management software: to centralize and classify all HR documents relating to an employee in a secure, accessible folder;
• Electronic signature: to automate the remote signing of large volumes of documents on all media (contracts, amendments, balances, etc.).

Internal communication tools

In response to the challenges posed by hybrid working methods, the HR function can benefit from the functionalities of innovative internal communication software. It enables you to work towards continuity in the transmission of information to employees in the field and at home, thanks to impactful, relevant and fluid communication. With the Cenareo solution, HR professionals benefit from a technology that adapts to all types of screens - screens, PCs, smartphones - to guarantee the digital inclusion of all employees at all times. In line with the key thrusts of its internal communications strategy, the company and its HR function can be sure of delivering unified communications to develop commitment and productivity, and foster a positive social climate.

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Cenareo is the internal communications solution that enables you to meet the challenges posed by the digital transformation of HR functions and companies. Create and manage your internal communication campaigns with ease, taking advantage of Cenareo 's integration into all your employees' daily work and collaboration tools.