Enterprise transformation is not a new concept in organisations today. In fact, it has been around as long as we know it.

Today, the focus on transformation is largely driven by the impact of technological disruptions on organisations of varying sizes across industries. Based on Telstra’s 2020 Disruption Decision-Making report, which surveyed close to 3,810 respondents across 12 industries in 14 markets globally, close to three quarters of surveyed organisations feel that they are currently exposed to digital disruption.The rate of disruption is accelerating across business functions, including corporate functions such as Human Resources (HR).

What is enterprise transformation?
Enterprise transformation refers to any complex or fundamental organisational change that impacts how its core business is conducted. It can be caused by internal or external factors, but the result is a shift in how the organisation relates to its wider economic environment.

What drives enterprise transformation?
In order for organisations to thrive in today’s competitive business world, organisations must address these five dimensions simultaneously: organisation and culture, people and capabilities, data ecosystem management, technology and tools, and strategy planning and execution. In order for an enterprise to succeed in digital transformation, it is imperative to start with HR digital transformation. Establishing a digital working environment, internalising digital awareness into employees’ daily work behaviour, nourishing and cultivating a digital-oriented corporate culture all helps to lay the foundation for enterprise digital transformation.

What impact can HR digitalisation bring to the organisation?
HR digital transformation can make an organisation more agile, leading to enterprise change and digital re-engineering. Concurrently, digital technology can bring about conceptual and process changes in several employee management activities.

Enhance performance appraisals
Digital HR tools can bring about a huge change to the traditional performance appraisal and feedback process. Performance appraisal has predominantly been a one-way process, where managers simply evaluate their subordinates based on their performance for the year. In some cases, it may not be a fair evaluation if the manager is new or unaware of the tasks and projects that the subordinate may be involved in. With the introduction of digital tools, performance appraisal can be an ongoing process throughout the year. Performance management software today includes 360-degree feedback, personal development plans, and key performance indicators (KPIs) which allows both the manager and subordinate to go into the system anytime and update their career goals or review their KPIs. It also facilitates real-time feedback from the employee’s peers, manager and reportee where applicable, which helps employees to improve and enhance their performance while driving a more holistic performance management process.

Boost productivity and agility across teams
The use of digital HR tools can also help to drive productivity and collaboration across teams, producing a more agile workforce. Collaboration tools such as Slack and Monday.com bring together employees regardless of geographical location or department. These digital social and collaboration platforms help to drive seamless communication between team members and provide a single dashboard for team members to easily track project progress and task management. This provides plenty of opportunities for employees to conjure innovative ideas and encourage communication and collaboration, contributing to the organisation’s performance in the long run.

Redefining digital leadership
In the process of organisation transformation, it is critical to have leaders who are familiar with digital threats and opportunities within the industry that may potentially impact the organisation. They will need to take on a holistic perspective and understand how digital technology reshapes industry competition. These leaders need to be able to leverage these insights to make strategic decisions and corporate transformation strategies to maintain the organisation’s competitive position. Digital leadership also needs to be able to accurately point out the key changes within the business, namely to design changes, empower employees and inspire innovation. HR digital transformation provides organisations with the best opportunity to refine digital leadership at the management level.

Author's Bio: 

Based in Singapore, i-Admin offers world-class, easy-to-use payroll solutions using technology and systems infrastructure that exceed industry standards. Our proprietary technology platform provides a singular web-based service that delivers electronic payslips and other e-Services to our clients. We offer payroll services to companies of all types and industries across 15 countries in Asia.

As a leading regional provider of cloud-based SaaS payroll and HR management solutions, we achieve uncompromised efficiency, security and service quality to our clients’ organisations and employees, further helping our clients’ to save on large financial technological investments.