First things first. As a rule of thumb, any HR transformation, whether it is a digital one or not, must take place with a clear objective in mind. It must make business sense. Too often still, companies seem to give in to peer pressure; their competitors all ‘do digital’ so they feel like they must do something too.
But digitalizing certain HR processes just for the sake of it is never a good idea. It leads to the implementation of (expensive) technology that does not meet the actual needs of the business. This totally defies the purpose of a transformation. The purpose of transformation should be squarely placed on either understanding your customers needs better or improving your operational efficiency to be able to deliver on those needs quickly.
While it sounds good in theory, it can seem daunting when it comes to making that first step towards an HR digital transformation or any digital transformation. So here are a few ingredients for a successful start:
A few use cases that we have deliberated on and occasionally deployed a solution for:
Browse through our other key solutions that we have created for specific Business units. We are proud of every solution we build and put the same intensity and creativity with all solutions, big or small, complex or simple.
We strive to understand the market trends in the segments that we are active in, we realize the fast changing nature of technology and stay informed so that our customers do not have toView All Topics
70% of transformations efforts fail worldwide,if y
Power Platform is a Platform as a Service (PaaS) f
Service Management is not a theory, it is a way of
We are living in a world where information technol
A digitally designed company is one that has a hol
The early application of product life cycle manage
The Digital Revolution began between the late 1950
The phrase Internet of things (IoT) was first intr
The advancement in modern technologies, changes in
In the modern fast-pace business world innovation