Employee Engagement and HRD’s Role
HR is undergoing rapid and profound change. Once viewed as a support function that delivered employee services, HR is now being asked to help lead the digital transformation sweeping organizations worldwide. We see this change taking place in three areas:
• Digital workforce: How can organizations drive new management practices (which we call “digital DNA”1), a culture of innovation and sharing, and a set of tal- ent practices that facilitate a new network-based organization
?2 • Digital workplace: How can organizations design a working environment that enables productivity; uses modern communication tools (such as Slack, Work- place by Facebook, Microsoft Teams, and many others); and promotes engage- ment, wellness, and a sense of purpose?
• Digital HR: How can organizations change the HR function itself to operate in a digital way, use digital tools and apps to deliver solutions, and continuously ex- periment and innovate? This shift is happening rapidly, as HR leaders are being pushed to take on a larger role in helping to drive the organization to “be digital,” not just “do digital.”
• Fifty-six percent of companies we surveyed this year are redesigning their HR programs to leverage digital and mobile tools.
• Fifty-one percent of companies are currently in the process of redesigning their organizations for digital business models. • 7KLUW\WKUHHSHUFHQWRIVXUYH\HG+5WHDPVDUHXVLQJVRPHIRUPRIDUWLȴFLDOLQWHOOL- gence (AI) technology to deliver HR solutions, and 41 percent are actively building mobile apps to deliver HR services.
