Most HR teams recognize the importance of digital transformation. But when it comes to identifying and implementing necessary organizational changes, how do you actually get started? This was the subject of a recent webinar by Human Resources Executive, sponsored by PeopleDoc and moderated by Steve Boese, HR Technology Conference Chair. Joining Steve were two digital transformation experts from HR advisory firm IA: Mary Faulkner, a senior advisor, and Kimberly Carroll, managing principal.
Change is rarely easy and often essential. As your company evolves and the HR technology that once supported your workforce starts creaking under its weight, adopting new tools often becomes a necessity—but that doesn’t mean your workforce has to like it. Developing a thorough HR change management plan can help smooth the transition, of course, but even the best-laid plans can start to fall apart when the ship hits an unexpected iceberg.
When experts speculated back in January what the biggest HR trends would be this year, few could have predicted how radically the face of work would change just a few months later. The coronavirus has altered the course of HR radically and, perhaps, permanently. There are few silver linings to the pandemic, but some of these changes may be for the better. Many employers are re-examining their relationships with employees through an increasingly empathetic lens. And many HR leaders are embracing the idea of building greater agility and flexibility into their policies and plans. As you start to think about what the future looks like for your HR team, here are a few HR trends that have been upended by COVID-19—and a few that have been accelerated.
Over the past few months, as the job market has evolved and we’ve adapted to new ways of working, the importance of a growth mindset—the belief that one’s talents can be consistently developed and expanded—has come into even clearer focus. While this mindset is critical during periods of fluctuation, it will remain a major strategic advantage once things get back to normal. But in order to cultivate it in your workforce, HR has to lead the way.
As Intel CEO Bob Swan recently wrote in a letter to customers, “We are witnessing what will surely be remembered as a historic deployment of remote work and digital access to services across every domain.” He’s right: virtually overnight, countless businesses were forced to adapt to a remote world in response to coronavirus—condensing what would typically be a multi-year digital transformation plan into days or weeks. But those with digitally dextrous employees had a head start.
For some HR professionals, the idea of leading a global HR transformation is intimidating. For Adriana Bokel Herde, it’s the foundation of her career. After leading, implementing, and managing digital transformations at organizations both big and small, Adriana has a proven track record of establishing HR as a strategic and innovative business function—and she’s passionate about helping other HR professionals do the same. Today, Adriana is Chief People Officer at Pegasystems, a leader in cloud-based customer engagement software. On an episode of the HR Leaders podcast, she joined Chris Rainey, CEO and co-founder of HRD Leaders, to discuss the first digital HR transformation she ever led, the lessons she learned, and how that experience shaped the rest of her career.
Many articles are written about organizational change. But when the business changes, so does HR. The change might be big or maybe small. But HR changes. Today, instead of talking about how companies manage change, let’s talk about how HR departments manage change (while their company is in transition). Just like individual change isn’t the same as organizational change, department change isn’t always the same as organizational change. Changes that benefit the organization can change the way a department operates. Here are two examples: