Digital transformation8

PEOPLE DYNAMICS | September 2016

The world as we know it has changed and continues to change as new technology comes into play. What worked a decade ago might seem outdated today, so how do you stay afloat and ahead of the competition? Denise Sonny takes a closer look at the ROI of digital transformation.

BY: DENISE SONNY, Enterprise Business Development, Thomas International Africa

DIGITAL – UNLOCKING VALUE

Digital transformation 9

OFFICIAL PUBLICATION OF THE IPM | in association with HR PULSE

provided be integrated into your own digital HR strategies, and in the case of People Engagement Platforms, it needs to also be regulated. Imagine a Centre of Excellence that provides the platform for empowering line management to read, manage, and motivate individual and team behavior; customise processes to suit business needs and provide reliable and real time feedback on behaviourial, cognitive, and emotional analytics in the workforce. Well… you don’t have to imagine any longer… the future is here. Going digital means that you will be able to provide substantial value by applying digital innovation across the entire business spectrum to transform your organisation’s performance in achieving

maximum success. Organisations deploying digital people engagement platforms to their full potential could increase productivity by up to 9%, reduce employee related costs by up to 7%, and add an average of 275 basis points to their profit margins. As a result of HR going digital, organisations can not only get smarter about the people they team together, but also address the capabilities they will require to go forward, whilst remaining relevant.

The competitive advantage gained by adopting new technologies is endless. Digital Analytics will always paint a picture. How you react to that picture will determine your contribution to digital transformation within your organisation. To stay ahead, one requires knowledge, but knowledge without application will not move the curve that innovation, penetration and growth require. Unlocking value within digital transformation will require continuous influencing engagement. If organisations are using digital to engage consumers, isn’t it time that HR start using digital to engage employees and unlock value!

Focus on employee

experience by providing employees with user friendly customer experiences.

The world has changed, technology has helped us to streamline operations.

“Analytics” is the new buzz word, and every organisation out there has or at least should have “digital transformation” on its agenda.

Why? The answer is simple… companies want to transform from traditional to predictive enterprises, so as to increase market share, shareholder value, and digital GDP that is expected to grow 5 to 6% by 2025, which begs the question: Is Digital transformation on the HR agenda?

Whilst many organisations’ leadership teams are creating business models and changing their service/product offering around the global digital evolution, is it not time that Human Resources start to lead these business models by adopting digital engagement platforms. HR is no longer a support function to business, but an entity that provides the foundation (employees) of an organisation, business sector, or economy.

It is imperative that HR adopts a First Mover Advantage to accelerate Africa’s digital GDP to the expected $300 billion by 2025. The basis of first-mover advantage is simple: by being the first to enter a new market, the business gains an advantage over its actual and potential rivals. Organisations that believe strongly in the benefits of adopting new technologies and that pursue first-mover advantage are more likely to lead in both revenue growth and market position. They adapt more easily to new ways of doing business and transform all aspects of their businesses faster than other companies.  

Addressing poor performance, high staff turnover, low morale amongst staff, succession planning, leadership development, and talent management challenges is high on most HR agendas. Annual performance appraisals are no longer relevant or effective for the new generation of employees. Real-time feedback is key to HR influencing business decisions and company culture, whilst mitigating or reducing the risk involved with managing people. Change can be disruptive, and it always requires an increased level of collaboration and accountability, but in the end, the results achieved are worth the change. Transformation to Digital is taking place in every dimension: consumers changing behavior, eCommerce sites providing convenience and scalability, mobile payments offering low cost and less overhead. A leading South Africa media organisation invested 8 billion on growing its eCommerce business last year, and reported an 18 percent rise in full-year profit, lifted by its digital business.

Focus on employee experience by enabling employees for user friendly customer experiences, effectiveness in their jobs, and offering the progressive and innovative environments that top employees now expect. When employee engagement increases, there is a corresponding increase in employee retention by up to 87%.

Cheers to the HR leaders who have revolutionised the employee experience by adopting new digital people engagement platforms. Whilst there are several organisations that provide HR digital solutions, it is vital that the solutions