“DIGITAL HUMAN RESOURCE: HOW

TECHNOLOGY IS CHANGING THE FIELD”

BY: RAMEZESH E. DIONISIO

INSTRUCTOR
1
 HUMAN RESOURCE MANAGEMENT
üRefers to an organizational function that focuses
on the strategic management of its employees.

üIn today’s business world, the relationship between an organization and

it’s human resources department is a strategic partnership.

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ü“Human resources is not just an administrative function
anymore. It is about understanding how the business itself
functions so that we can then advise on the best practices
moving forward.”
 The Term “DIGITAL HR”

üRefers to the Digital Transformation currently affecting the Human Resource

Industry at Large, driven largely by advancements in data collection and
analysis and in various technologies

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 “Digital HR is about figuring out ways to use
technology to help what we’re doing across the HR
field” – Tom Penque

It’s about how we use technology to help the

business and reach the goals of our people
strategy.” – Tom Penque
 1. E-Signs and Self Service Applications

ü Allow an applicant to complete

their job application one hundred
percent online or by mobile app,
reducing the need to print physical
materials.

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 2. Automation in Recruitment

ü Such as in posting jobs, which

enables HR professionals to put
their time to better use in other
processes.

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 3. Virtual and Remote Interviews and
Training
ü Which can reduce expenses
associated with travel, attracting a
wider range of qualified job
applicants and leading to greater
employee engagement.

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 4. Gamification of Training and
Learning
ü Which uses psychological queues
to encourage employees to
complete their training and
improve their skills.

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 Digital HR can also include
embracing more complicated
technologies—such as artificial
intelligence, machine learning,
complex automation, and HR
analytics—in order to achieve
strategic goals.

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 There is potential for virtually every
function of the human resources
department to be impacted by these

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digital advancements, from
recruitment and hiring to employee
performance monitoring to training
and development, and everything in
between.
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 5 BENEFITS OF
DIGITAL HR

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 1. AUTOMATION FREES UP TIME
FOR HR PROFESSIONAL
Administrative duties like data
entry, pre-screening of applicants,
and even the processing of payroll
in some organizations, can require
hours of attention each week,
which could be put to better use on
tasks that require more critical
thinking, reasoning, and evaluation.
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 2. TECHNOLOGY ALLOWS HR PROCESSES TO
BECOME MORE EFFICIENT
Digitizing the recruitment process, for
example, can reduce friction and improve
how HR professionals service job applicants.
This can, in turn, prevent high-quality
applicants from growing frustrated and
abandoning the application process. More
high-quality applicants means that an HR
professional has a greater chance of hiring the
applicant who best fits the needs of the role
and the company culture.
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 3. EMBRACING TECHNOLOGY
ALLOWS HR TO BECOME MORE
DATA-DRIVEN IN MANY OF ITS
PROCESSES
Leverage data in their decision-making
processes, tying decisions back to a
logical rationale instead of an
observation or gut reaction. This, in
turn, allows for more disciplined
processes. ,.
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 DATA-DRIVEN DECISION MAKING
◇ This term describes a decision-
making process which involves
collecting data, extracting
patterns and facts from that data,
and utilizing those facts to make
inferences that influence decision-
making.
◇ is the process of making
organizational decisions based on
actual data rather than intuition
or observation alone.
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 HOW TO MAKE DATA-DRIVEN
DECISION
1. KNOW YOUR MISSION
2. IDENTIFY DATA SOURCES
3. CLEAN AND ORGANIZE
DATA
4. PERFORM STATISTICAL
ANALYSIS
5. DRAW CONCLUSIONS
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 3. EMBRACING TECHNOLOGY ALLOWS HR TO
BECOME MORE DATA-DRIVEN IN MANY OF
ITS PROCESSES
HR analytics—also known as people
analytics, talent analytics, and workforce
analytics—refers to the ways in which
human resources teams can leverage data in
their processes to better meet the
department’s strategic goals, whether
they’re related to recruitment and hiring,
retention, motivation, or development.
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 4. DIGITAL ADVANCES ALLOW
THE COMPANY TO ADAPT TO A
CHANGING WORKFORCE
◇ SOCIAL NETWORKS

◇ VIDEO COMMUNICATION

◇ JOB HIRING PLATFORMS

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 SOCIAL NETWORK
Such
as LinkedIn and Facebook offer one
more path for potential employees
to discover a company and apply
for a job, and provide an additional
communication channel for
employees and teams.
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 This is a slide title
◇ Here you have a list of items
◇ And some text
◇ But remember not to overload your slides with content

Your audience will listen to you or read the content, but won’t do
both.

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 You can also split your
content
White
Is the color of milk and fresh
snow, the color produced by the
combination of all the colors of
the visible spectrum.
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Black
Is the color of ebony and of outer
space. It has been the symbolic
color of elegance, solemnity and
authority.
 VIDEO COMMUNICATIONS
Use of softwares such
as Zoom, Uberconference, GoT
oMeeting, and Skype make it
easier than ever for remote
teams to connect and align on
projects and tasks.
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 In two or three
columns
Yellow
Is the color of gold, butter
and ripe lemons. In the
spectrum of visible light,
yellow is found between
green and orange.
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Blue
Is the colour of the clear
sky and the deep sea. It is
located between violet and
green on the optical
spectrum.
Red
Is the color of blood, and
because of this it has
historically been associated
with sacrifice, danger and
courage.
 Use charts to explain
your ideas

White Gray Black

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 Use charts to explain
your ideas

White Gray Black

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 JOB HIRING PLATFORMS
Like Upwork and Fiverr have
streamlined the process of
finding and hiring freelance or
contract workers.

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 Use charts to explain
your ideas

White Gray Black

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 Use charts to explain
your ideas

White Gray Black

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 - For individuals working in or considering a career
in human resources management, it’s important to
realize just how significant the impacts of digital HR
have been, and will continue to be, on the field.

- According to Deloitte, 56 percent of surveyed

companies are redesigning their human resources
programs in order to leverage digital and mobile
tools, while 33 percent are using some form of
artificial intelligence in their strategies. A recent
survey by Gartner, echoes this message, reporting
that 58 percent of HR leaders have indicated that
executing business transformations (including
digital transformation) is a top priority.

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 HR ARE YOU
READY TO
GO
DIGITAL?

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 “DIGITAL HUMAN RESOURCE: HOW
TECHNOLOGY IS CHANGING THE FIELD”

BY: RAMEZESH E. DIONISIO

INSTRUCTOR
32