Like other functions within a company, digitalization has upset old practices, professional habits, and the mode of communication between employees and even the entire HR process of a company.
Here are some improvements that digitalization brings to the HR function:
Recruiting new employees is a long and costly process. Thanks to digitalization, it is easier to find the right profile for a job using social networks or other digital platforms. No more publishing ads in paper format to give way to artificial intelligence. HR departments are now equipped with automatic and powerful tools for:
Today, thanks to tools developed by start-ups, delayed videos allow recruiters to record the questions that the candidate will have to answer via video.
The digitization of the HR function has enabled managers and employees to have direct access to their files and the HR management process, such as payroll information (depending on their quality of access), leave requests, leave of absence, social contracts… On the employee side, digitalization allows them to be actors in their professional life. They will now be able to:
Digitization has enabled companies to set up:
This new form of training is beneficial for both the company and the employees:
With the help of appropriate IT solutions, digitalization leads to:
New IT tools have made it possible to automate information in real-time. This makes the company more responsive and visible, hence better managing HR projects. Formerly focused in the accounting field, business intelligence allows companies to exploit data to facilitate decision-making by considering old data and the future perspective.
On the HRD side, the objective of optimizing the HR strategy is to:
Saving time, progressing in the dematerialization of the HR function, etc., are among the main objectives of digitalization.
Also Read: How The People Of HR department Works
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