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“Digital has totally transformed human resources and recruiting. From mobile recruiting to hiring technology to video onboarding to Apps that track everything, I would be shocked if there is a single HR professional who can’t list 10 ways their careers have changed because of digital.”

– Josh Bersin, on

HR Digitization is on its way, in order to improve and facilitate each and every staff tasks within the company; it’s considered also as a “Boost tool for Recruitment”. These days, modern job candidates need for a simple and quick job application process through mobile device or social media platforms as research engine; as well as a “Greater of Data sharing” allowing talent to be moved easily to where it is needed.





A – Improved hiring and predictive recruitment

According to : “The Digital Transformation of HR has opened new opportunities for organisations to implement smarter hiring strategies. Companies are using complex HCM systems, lowering the costs of Recruiting processes.”

  1. Search ont the candidate´s Digital Reputation: As HBR states: the internet is simply a vast social network, giving companies access to a wider talent pool, with higher chances of finding the right hire. However, Digital Recruiting means more than simply posting a job opening on LinkedIn. It also means that the traditional resume is being replaced by complex data. This data reflects the individual’s experience and his/her digital print, which add up to a Digital Reputation of candidates. “Recruiters can use this data to get important insights into the skills of potential candidates. Correlations between social media profiles can reveal important aspects such as interests and hobbies, as well as an overview of the candidate’s personality.”
  2. Use Skills Assessment tools: In order to raise the quality of your hires, you need to make sure that the skills claimed by the candidates are actually reflecting his capabilities. The experience listed on a resume is no longer enough for a precise understanding of the candidate’s experience and skills. By using a pre-hire assessment tool, you can see whether a candidate can really work with the tools he needs to. This allows for better filtering of applicants within the early stages of the process.



B – Impact on productivity

According to some employes’ opinion, the HR digitization help them to ease their work tasks: “A majority of 1,400 employees surveyed made a big push for digital tools, stating these new technologies make their jobs easier (69%) and enable them to develop new skills (63%). In addition, 36% say they would leave for a job with a more “digitally progressive” employer, and 44% believe their employers are not transforming fast enough.” Said HR DIVE on their report.

They consider also this modern system as a work improvement when they said: “Research sponsored by Sungard Availability Services, which provides managed IT, cloud and recovery services, also found that 83% say digital technology is vital to improve productivity.”


Keith Tilley, executive vice president, Global Sales & Customer Services Management at Sungard Availability Services, says “that if IT fails to deliver, everything from staff retention and employee productivity to ultimately business growth is at stake. While it’s true that today’s successful HR leaders are becoming more and more tech savvy, they often don’t have a close relationship with the information technology folks. This survey points to how critical employees and employers believe digitally transforming is for success, so HR should establish and/or build its connection to IT.”




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Josh Bersin states in this Forbes article : “This new digital life (and our digital workplace) demands a refresh in our thinking about HR: the way we design programs, the tools we use, and how we roll out and communicate solutions.”

But is everybody ready to adapt ? This business modernization is considered as a benefit tool in the managing area, but not everybody has the same point of view. “Human resources is being transformed by digital technologies in a scope and to a depth that many professionals haven’t fully grasped”, according to a new report and interviews with consultants. According to Avanade, “HR’s Role is Critical for Digital Workplace Transformation. The digital workplace is heavily disruptive for businesses, and it requires a new way of working, one that involves a significant redefining of skill sets and a major shift in workplace practices.”


1 – The People Problem

The crux of digital transformation might lie in technology, but in order to make such change sustainable, HR has a big role to play in helping employees adapt to and driving mass adoption of a digital workplace. The people aspect of digital transformation remains one of the most difficult parts of change for many organisations. Employees are naturally nervous about change – fear of the unknown is common and expected. Yet problems arise when fear leads to resistance. On one extreme, there is fear of job loss through automation and bot technology. On the other, employees can be reluctant to change their working habits and are nervous about their capacity to re-skill midway through a career. Having a strong HR lead in a digital transformation role can help alleviate such feelings, leading to quicker uptake and better engagement rates.

2 – The need for HR heroes

Communicating the value of change and educating employees is key to overcoming resistance. Working with the leadership team to help articulate the value of digital transformation can aid change management, and appointing digital champions across the business can help with individual adoption rates. The key thing to get across is that digital tools mean employees can work with greater flexibility, empowering them to work both independently and collaboratively.




New modern system might challenge our personal insurance in the things we do. The anxiety about what might be happen in a changing situation makes every person concerned to ask some questions and to anticipate some impacts. People Blog give us some explanations:

“There are companies afraid to go digital. But by going digital, they can adapt more to the market than traditional attitudes in the office. So what does this mean when your company doesn’t do so hot in the field? Maybe it is your company’s culture that can be affecting your adaptation in a digital world.”

“Culture in an office is based on the attitude and beliefs your employees bring into the workplace every day. This can be as little as political sparrers to the office clown. Your employees are what make your company’s culture. The other thing that can influence your company’s culture and the attitude of the employees, is the digital transformations happening every minute of every day.”

“Digital is all the rage in every American company. This means less paperwork to print and share because more items are being stored on company computers and tablets. More and more employees are working with newer technology, which means fast results in and out of the office. There are three things to know about your company’s culture and the digital transformations that can take place at any time: change, agility to act, and adapt responses to markets. These things can happen much quicker when you work on your company’s culture and transition into more digitalized atmosphere of work.”

“Your company’s attitudes and your employee’s attitude go hand in hand when it comes to processing the transition from paper to digital. You can put your company’s culture in a stress test and look for the weak spots that you can fix overtime to even something as simple as setting goals for the company to accomplish the digital transition in a much smoother process.

For the stress test, trying something as simple as doing peer-to-peer processing, like peer review than top-down processing could mean quicker results and more freedom to make decisions within the office. By working together on every level, you can have more employees engaged in their work than having to dread coming to the office for another fifty years or so. Even though this part of the stress test can scare some companies with traditional attitudes and seniority employees, it doesn’t mean that they shouldn’t try it. More and more companies who work together on every level with a peer or coworker can cease a lot of spats and arguments that can cause disruption to the company’s chain of thought.” Learn more on:

In conclusion, Modern HR digital might contribute to a corporate culture emphasizing talent management adapted to market changes and opportunities for business. Thus, its establishment is not too easy to insert in business area, the well understanding of its workout and the boldness face to its challenge might help for a successful launching and adaptation in its practice implementation. HR Digital establishment needs again some efforts for a well adjustment and change adaptation.