Enable Group | Jul 05, 2022
For Employers ● 4 min read
Today’s HR leaders face an unprecedented level of disruption. Digital transformation is now the primary driver of innovation for all businesses, not just technology companies. HR leaders who can understand and respond to market demands quickly, getting their organisations from point A to B with unprecedented speed and agility, will emerge as tomorrow’s digital leaders in HR.
HR professionals who can adapt and respond to these changes are the ones who will thrive in this new world of work – whether they call themselves a ‘human capital’ leader or not. Aside from outsourcing HR services in Singapore, here are five ways you can become a digital leader in your organisation:
1. Change your mindset
The transformation of your organisation will likely not follow the path you anticipate. HR has long seen itself as a support function that enables business, but in a digital world, it can no longer be content to be a secondary player. HR must take on a more central role in business strategy and execution by taking on a more strategic function within the company, guiding and directing change to ensure that the business is fit for the future.
We frequently see organisations implement human resources management system (HRMS) and payroll software before they have a strategy, resulting in an extended period of inaction. Create an environment where employees are free to explore with their available tools. After you’ve determined the best practices for using those tools, it’s time to develop policies and procedures to go along with them.
2. Invest in the right tools
As an HR leader, you must understand that the key to staying ahead of the curve in the HR technology space is to invest in the right tools at the right time for your company and its people. Invest in the right tools that will enable you to manage your people and business efficiently. When you know these tools, you will know what metrics to track and which reports you need to see to make informed decisions.
They will enable you to collect and analyse quantitative and qualitative data and insights, such as employee sentiment and engagement surveys, recruitment data and hiring assessments, performance management and 360-degree feedback.
These tools will also assist you in gaining a comprehensive view of your business by showing how each component contributes to the overall picture. They will help you make better judgments and prioritise your work by offering an accurate picture of the current situation and future predictions.
3. Foster a culture of experimentation and continuous learning
One of the digital transformation’s biggest challenges is that we have no idea what the future holds. This uncertainty is particularly challenging for HR professionals who need to implement organisational change but have no clear idea of what the future landscape will look like. This ambiguity can be a source of stagnation, but it can also be a source of opportunity. It’s a chance to try exciting concepts and not be constrained by the limitations of yesterday’s solutions.
As a digital leader, you must foster a culture of experimentation and continuous learning. In an environment of experimentation, employees feel empowered to try new things, make mistakes, and learn from those experiences – without feeling like they are putting their livelihoods on the line. To create an environment of experimentation and continuous learning, you need to:
Experiment and learn from the successes and failures of others. Be open to trying new ways of working and new ideas from those who know your organisation best: your employees.
4. Leverage your employees as a source of innovation
Are you getting the most out of your employees? Tap into the collective intelligence of your staff to discover new projects, ways of working, and solutions that will help your business thrive in this new world of work. Create peer-to-peer networks, digital communities of practice, and opportunities for employees to share their knowledge.
Engaged employees are more likely to have a long-term outlook and are more productive. What are the things that your employees want to do? What do your employees want to learn? What are their pain points? Create forums where employees can discuss challenges, ideas, and suggestions for improvements, and a culture of openness and transparency where everyone feels they have a say in the company’s direction.
New ways of working are emerging as technology continues transforming our work. You must engage your team members in these conversations and get them actively involved in finding solutions that work best for them.
5. Become the steward of organisational change
As a digital leader, you must be comfortable with the idea that change is unavoidable. To succeed in this role, you need to become the steward of organisational change and be able to identify the warning signs, understand the implications of it, and help your team members navigate that change positively.
Be prepared, be organised, and ensure that you are ready to navigate this turbulent wave of change so that you can help your company succeed. To become the steward of organisational change:
HR leaders are uniquely positioned to lead the transformation of their organisations. They have a seat at the table and access to people, data, and resources that can be applied to the challenges that face any business. If you are ready to embrace change and lead the way forward, you can become a digital leader in HR.
To create effective HR policies, consider partnering with Enable Consulting, an HR consultancy agency specialising in HR systems in Singapore. Our consulting team can assist you in implementing and streamlining HR solutions to run your business more effectively and efficiently. Drop us a message today to get started.
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