Technology is an integral part of the modern business environment. It’s also a major part of today’s human resources. We’re not just talking about new software or hardware. The role of technology in business and human resources must be viewed differently by human resource professionals.
During the Society for Human Resource Management’s annual conference, I had the pleasure of spending time with Jennifer Kraszewski (VP of Human Resources at Paycom). We discussed how technology is changing human resources. It was a great conversation. Jennifer agreed to share her thoughts on the HR Bartender. She was happy to say “yes”.
Jennifer. We hear and read a lot about “digital transformation”. Can you explain briefly what it means?
Digital transformation is more than technology. It’s about technology simplifying our lives and changing how we see the world. This is what we have seen in our lives. Apps make it easy to complete mundane tasks that used to take a lot of time, such as grocery shopping and personal banking.
The way we live our lives has been so simplified by technology that it has become the backbone of modern life. This allows us to pursue meaningful goals, both personal and professional.
Why should human resource departments be focused on digital transformation?
This pace of change is slower than the rest of the organization regarding the workplace. This is especially true in HR departments. Many HR departments are still stuck in manual processes despite the emergence of HCM technology vendors. Why? Technology alone is not the solution.
It is important to be open and willing to simplify and change processes for technology to be used in HR. This will make a positive impact on the organization’s culture. Employees can complete their HR-related tasks using one app. This allows HR to focus on the high-level initiatives that will drive the company forward.
You mentioned that employees should be able to do their HR-related tasks. Could you give readers an example of employee self-service that can digitally transform the workplace?
Ernst & Young conducted a study last year that showed that the cost to input HR-related data is $4.39 per data point. Our clients can use Paycom’s Direct Data Exchange to pull employee usage data. This is the first industry tool of its type. It shows how many entries employees made and how many were made by HR.
Let’s suppose the company has 11,000 data changes or entries made by employees but 72,000 by the employer. If the employer makes these data changes or entries, there is a significant return on investment (ROI). The employer can get nearly $320,000 just by having the employee make the change or enter the data.
Self-service technology can transform an organization’s HR function if employers and HR are open to allowing employees to enter data.
What are the challenges for organizations looking to make a digital transformation?
Many HR departments are concerned about the possibility of technology taking their jobs. It is important not to appear that we are “going around” the HR person. If HR doesn’t buy into the employee usage strategy, real change won’t happen. Employees will also lose control of their data. The organization will have outdated HR processes that hinder them from having a strategic HR vision.
People who become HR professionals do so because they want to help others. The employee-focused message must feel inclusive for HR. The HCM technology allows us to be more strategic in all aspects of our jobs. This is why we should adopt a holistic approach. HR must rethink how they can help their employees with technology and digital transformation. This paradigm shift is what HR can do: It’s possible to provide more meaningful assistance.