For the time being, digitisation has increasingly become a point of focus in HR departments and has led to a great deal of insecurity among HR managers. On the one hand artificial intelligence and automation offer significant potential,  while on the other it causes concern among companies with regard to the high costs and risks associated with these new technologies.

comfort and efficiency

According to the 'Talent Trends' - study by Randstad Sourceright, 81% of HR managers feel at home with the digital HR tools that currently already provide them with support. For example, the upsurge in the role of artificial intelligence (AI) on recruitment makes it possible to identify and recruit appropriate candidates at a faster pace and at lower cost. In addition, employees expect HR processes of a higher calibre: 70% of respondents believe that they make better human resources-related decisions as a result of the support they enjoy from new technologies.

In the somewhat longer term, employers realise that they have to correctly anticipate and adapt to innovations pertinent to their sector in order to make the right HR decisions. It sounds like it makes sense, but how do you get started?  A few tips!

break down the barriers

Whether it has to do with new production processes or tools for automatic invoice management, HR managers have to stay up to date with any innovations that have a significant, positive impact on the processes within the different company departments. After all, digitisation is a company-wide process. Exchanging experiences across the departments therefore becomes increasingly relevant with regard to avoiding so-called IT silos.

the importance of highly-qualified IT specialists

Technology continues to take over jobs that until now have been carried out by human beings. However, to effectively manage all these digitised functions, some kind of human supervision continues to remain necessary, which can only be supplied by highly-qualified IT specialists. One of the single most important HR tasks in this age is to find these specialists or to have in-house employees certified to carry out these duties.

digital advisory board

Where digital technology and tools are implemented without the active involvement of employees, there is a potential for a negative work environment to rear its head. An advisory board comprised of managers and employee representatives can help create support for the implementation of automation and artificial intelligence.  Without the practical contribution and incentive of employees, it will remain increasingly difficult to organise the efficient and effective roll out of digitisation.

These tips and a host of other relevant insights can be found in the Talent Trends Report.