HR manager as a driving force of digital transformation

More and more businesses are recognising the opportunities of digitisation, and their strategies no longer focus just on reducing costs or increasing the efficiency of their business processes. On the contrary – a true digital transformation of businesses and their business models as well as the creation of new and innovative digital services are gaining ground. A study conducted by the Kienbaum Institut@ISM for Leadership & Transformation however shows that not all managers are active driving forces. HR managers are often the last members of a company’s executive board to find their roles in digital transformation. In the area of HR, just like in all other departments, data is the treasure of a company. Here, the treasure is the personnel files.

Digital personnel files – a competitive advantage

HR managers greatly benefit from knowing how to best employ their staff based on the skills of the company’s employees. This concerns much more than filling vacancies, it equally applies to choosing the right team members to set up new locations, to develop new markets or to create new business models “out of the box”. In addition, training programmes must be adapted to constantly changing requirements. HR needs to focus on measures to make all employees fit for the requirements of their jobs, but also needs to decide whether and how the company can support them in personal development. In today’s working environment, agility is the major currency of responsible HR management. It plays a deciding role in the way a company is positioned in the dynamic and global competition for the best minds.

Gaining agility and mobility with Cloud solutions

With a modern Cloud solution, businesses can internally provide the relevant data for mobile access, even at the place of service. Let’s take a construction site as an example: Work permits, certificates and evidence of formal training can be stored in the Cloud for every employee who is working at the site, and can be retrieved right there if required. Smooth access on data via the Cloud can only be achieved if the “digital personnel files” are integrated into the company’s existing IT solutions and if the framework complies with the EU’s General Data Protection Regulation coming into effect on May 25, 2018, as well as with high, certified standards of security.

Cloud vs. Appliance

Large businesses who want to store and process their personnel files at their own data centres may also benefit from a Cloud solution by implementing a so-called appliance solution. An appliance consists of pre-assembled and seamlessly integrated hardware and software components. It is therefore a preconfigured solution meeting the requirements of a particular use case (for example, digital personnel files) and can easily be put into operation at the company’s data centre and be integrated into the existing IT landscape. The effort needed for integration is low, and in addition all important processes are already pre-implemented. The tool is therefore ready for operation in little time and with little effort. By combining it with a powerful software solution for Big Data Analysis, the HR department can provide internal services to all departments. HR managers therefore become the driving forces of digitisation: They provide the link between personnel-related know-how and the requirements of business – proactively, in real-time and with a speed and agility never known before. As a result, active skills management is taken to an entirely new level.