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It’s time for HR to unleash their potential to take charge of advancing their organization’s aisle towards Digital Transformation.
World businesses are evolving to use technology and innovation to keep up with the challenges that they are entangled in. This has certainly pushed organizations beyond the point of certainty and often it is presumed that the crisis is bound to have negative consequences and its impact over time blurring what’s on the flip side.
However, it cannot be denied that there are positive outcomes of a crisis!
If we look back in time, we had wars that have devastated countries. It had left them with damaged economies and broken vision. After a few decades, the countries have recovered, developed and emerged as the greatest world economies, which leaves us with the lesson that short-term mishap cannot engulf long-term prosperity.
To overcome any catastrophic change, stand-out methods and measures are to be adopted.
In the current scenario, one such prominent approach is “Digital Transformation”. Today one can see how technology has become more of a ‘utility’ rather than ‘luxury’. It truly justifies this for organizations that are undertaking the new business work model i.e. remote-work.
Many leaders have stepped up and enabled the employees to work from home, empowering them with tools and technologies to work better. Yes, it also comes with its own set of challenges that are to be dealt with. Hence it requires a determined mindset to implement the change for the betterment of the company.
Digital Transformation is not a single long stride process instead it is 3-stage progress. The underlying challenges also exist at each level which is to be resolved. Once everything is set, one can progress to the next step ahead, ultimately achieving the desired Digital Transformation for the organization.
THE GEARS OF DIGITAL TRANSFORMATION
DIGITIZATION { First Stage }
During the first stage, organizations find tools to digitally streamline manual tasks across different departments.
Identifying Process
Leaders evaluate and identify the key processes that are to be digitized. It involves the department heads and all other stakeholders who are in proximity to these key operations.
Hyper Awareness:
When the tasks are finalized, the next step is to start hunting for the technologies that design solutions for the fluid execution of those activities.
Informed Decision-Making:
After having the compiled list of tech-tools, one has to think through the pros and cons one over the other such that you are making an effective decision of choosing the right one.
Poll: How many of the processes have been digitized in your organization?
DIGITALIZATION { Second Stage }
It involves creating awareness and a strong culture among people through communication.
Awareness
It should be made sure that people in the organization such as the department heads, managers, and employees both are well aware of why the change has to be implemented. There should be two-way interaction to take in the inputs and addressing the need for implementation.
Culture Of Agility
With awareness, the company is lead to a culture of being agile. This cannot be done only through HRs but requires managerial level people to involve and share the message to the team members and peers.
Strategic Goals
While the culture is building, it should be considered that the change falls in the lines of the organization’s vision, mission, and goals. When it is aligned with the strategic goals, then the upper-level management is more orientated towards your approach and give you an upper hand in convincing.
DIGITAL TRANSFORMATION
Here the major role of HR is to make people accept the change.
Tech Agility
Leaders should inculcate the sense of being agile when it comes to navigating technology among the employees. The level of acceptance and ability to maneuver along with it should be resonated with everyone. It might happen in the near future wherein organizations would want to go virtual and the employees have to be prepared for the big transition.
Finding Leaders
The spotlight should be thrown on the talent who are willing to take responsibility and are well versed with technologies. HRs should facilitate the process by going through the skill set of the individuals and putting them in charge of the change.
Operational Excellence
HR metrics are the ones that are going to help decide the operational excellence of the processes that are taken up.
It is suggested that you watch the whole recording of the webinar below for the extension to other aforementioned methods and for deeper understanding.
