It is not the strongest and the most intelligent who will survive but those who can best manage the change

– Charles Darwin

HR transformation is mostly about positioning human resources in the organization strategically, so that all people-related initiatives align with business goals. This allows the creation of ecosystems based on mutually dependent relationships and shared value. Accomplishing this level of transformation requires meticulous planning on the part of HR leaders and senior management.

Transforming HR to deliver forward-thinking capabilities helps companies respond faster and more effectively to changes in the business environment, expand their global footprint, and enhance revenue and margins. The results? Improved competitiveness, profitability, and growth.

When creating an HR transformation strategy, there are some essential elements that we must keep in mind, as they are crucial to the success of the transformation.

Reskill your Employees for Successful Human Capital Transformation

Top Transformational HR Practices

Think deeply about talent

A transformational HR process requires HR leaders to understand the personalities that comprise their workforce. As individuals, we are different, and each of your employees will have different personality traits and different values that inspire their actions and behaviour. Taking time to recognize who each employee is on a singular basis can help HR leaders and employers build a strong bond with their co-workers.

HR transformational processes ask organizations to link their talent with value. Therefore, the best talent should be shifted into more critical and value driven roles. It is also important to embrace employees’ personality types and their leadership styles. Are they analysts, diplomats, sentinels, or explorers? Are they more emotionally driven or rational personalities? HR leaders can use this information to discover what motivates their workforce and apply this knowledge to improve communication.

Encouraging open communication at the workplace

Company leaders who don’t hear the voices of their workers tend to make some severe strategic mistakes. Make sure your employees understand the big picture—vision, mission, and success plan—of the organization as well as the part they play in your company’s collective success. This helps your workers to understand how their decisions impact themselves specifically, as well as the company as a whole.

Transformational HR practices acknowledge that employees must feel involved in the business to feel a commitment to your company. Always recognize your employees’ input and make them feel that their views are essential. Listen to your employees reflectively. Don’t discount or invalidate them. Instead, affirm and validate them.

Part of the HR digital transformation process means encouraging sincere, honest, and open communication and takes more than just talking about it in mission statements and press releases. It is all about exchanging ideas and practicing open communication with employees at every level of your organization. You can choose better equipped and practical collaborative internal communication tools and techniques for your HR digital transformation strategy. You may reconsider improvising your internal communication methods or workforce management tools. But always remember, maintaining a human element in partnership with technology is vital.

Meet Generation Z-Digital HR and a Gen Z-proof workplace

Gen Z has entered the workforce with new technology & employer expectations. They don’t know a world without digital devices, the internet, or social media. They grew up with these things. Gen Z has spent most of their formative years with on-demand and constant connectivity. Therefore, even at the workplace, Gen Z not only expects but demands personalization and instant gratification.

Recruiting Gen Z: HR leaders must consider reshaping the employee experience & building the workforce of the future. Thus, to find the right Generation Z talent, HR leaders must put their recruitment efforts where the candidates are—on social media, using videos. For Gen Z, CV and cover letters seem to have become a thing of the past. Being an agile recruiter is the key. A short voice or video message to keep candidates informed about their recruiting process status and potential next steps seems to make more sense to millennials. Gen Z employees are looking for a tailored experience, focused more on their individual goals, work style, and preferences.

Learning & Development: Gen Z employees are very much aware of their strengths and weaknesses. Therefore, a customized learning and development program is essential for HR transformation practices. It gives Gen Z workers visibility about their career development within the organization and provides them with a sense of security. Digital Natives expect nothing less than a customized and fully digital Learning and Development experience.

The analytical capabilities of leading Human Capital Management solutions allow HR teams to personify employee experiences by delivering personalized content, recommending customized learning opportunities, and predicting what new roles individuals may excel in.

Effective transformation leadership

Some specific actions of leaders result in effective transformational leadership. Transformational leadership acknowledges that your workforce isn’t just there to carry the workload and follow orders. Instead, to unlock their real potential, leaders need to recognize individuals and inspire employees to feel connected with their work and well-stimulated by their workplace.

Though HR leaders might not directly impact transformation in your company, they play a vital role in the entire digital transformation process. HR leaders are often defined under the umbrella term, which describes the development and management of employees in any organization. HR reviews impact changes in the workforce, and as a result, lend insight into what’s working and what still needs work. Transformational HR practices allow human-resources leaders to focus on agility and scalability. Therefore, leaders must be open to being guided, coordinated, and consulted by HR to effect transformational leadership and develop a culture of agility.

The Road Ahead

As we enter 2022, the changes in how we work, where we work, whom we work with, and the technologies we use are here to stay. By re-humanizing skilled HR professionals, AI can help create an environment where employees of all generations feel acknowledged, valued, and satisfied.

Watch our webinar on how you can retain your top talent using an agile approach and understand the practical guidelines and tools to overcome any challenges from our experts in Corporate Training and Learning and Development.

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