WEBINAR

HR DIGITAL INNOVATION:
Meningkatkan Produktivitas dan
Loyalitas Karyawan dengan
Digitalisasi SDM
 Notice to the Recipient of this Content.

The information in this presentation contains copyrighted material used under

Awan Karnadjaya as CEO & Co-Founder PT Haluan Rekadaya Konsultindo (HRK).
This material includes descriptions of methodologies and concepts derived through
substantial research and development efforts undertaken by HRK. Therefore, the
use or release of the information contained in this content only for good purposes.

©2022 ┃ Awan Karnadjaya www.robustapp.co.id

 AGENDA

01 HR ISSUES and CHALLENGES

02 WHAT IS DIGITAL HR

IMPLEMENTATION METHODOLOGY
03 And EXAMPLE OF USE-CASES

04 KEY TAKEAWAY

05 Q&A

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 HR ISSUES AND
CHALLENGES
01
from Business Prespective

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 HR BAD NOTIONS
“Why We Hate HR”
by Keith H. Hammonds 2005 Survey
August 2005

o HR People are intelligent people but not business people

o HR pursues efficiency in lieu of value
o HR isn’t working for you

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 EMPLOYEE ENGAGEMENT SURVEY 2021

ACTIVELY
ENGAGED NOT ENGAGED DISENGAGED

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 FUTURE OF HR
“You’re only effective if you add value, and
you’re not measured by what you do but by what you deliver. ”
Dave Ulrich

Source:
“What Next for HR?”, Oct 2010

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 “How HR can help build the organization of the future” – Mar, 2021

Source:
McKinsey & Company - Mar, 2021

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 WHAT IS DIGITAL HR? 02

©2022 ┃ Awan Karnadjaya www.robustapp.co.id

 ADOPTION OF DIGITAL TECHNOLOGIES DUE TO COVID-19
“How COVID-19 has pushed companies over the technology
tipping point—and transformed business forever” – Oct, 2020

“A new survey finds that responses to COVID-19 have speeded the adoption of digital
technologies by several years—and that many of these changes could be here for the long haul”

VIRTUAL QR CODE TOUCHLESS

MEETING SYSTEMS SENSORS

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 DEFINITION

DIGITAL HR is the process of using Digital Technologies

To create new — or modify existing
HR Business Processes, Culture, and Employee Experiences
to add value on changing business and market requirements.

OBJECTIVES
✓ Improve employee experience
✓ Automate and streamline workflows
✓ Focus on strategic initiatives and create value

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 4 PHASE OF DIGITAL HR JOURNEY
by Dave Ulrich

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 IMPLEMENTATION
METHODOLOGY
and EXAMPLE OF USE-CASES 03

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 HR DIGITAL TRANSFORMATION
INTEGRATED HR SYSTEMS

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 HR PROCESS INNOVATION
Use-Case: Recruit-Develop-Retain
TRAINING & DEVELOPMENT SYSTEM
HR DIGITAL PLATFORM
Course
E-Learning
Management
- HCM

Online
Candidate
Employee Test (Mobile, Web)
Strategic
Management Recruitment
Payroll
&
Reward Mgmt
Time Talent Employee
Attendance Management

RECRUITMENT SYSTEM
External Interface (API)

DATABASE
Candidate Document
Resume Uploader TIME ATTENDANCE SYSTEM

Online Online Time Attendance Mobile

RobustApp HCM DB Time Attendance DB
Applicant Tracking Test (Mobile, Web) (Machine, Mobile) Geolocation (GPS)

Mobile
Recruitment DB Learning Management Notification & Approval
System DB

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 INFORMATION – People Analytics
Use-Case: Manpower Statistic

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 KEY TAKEAWAYS

1. Focus on Business Strategic Initiatives

2. HR Alignment with Business
3. Streamline HR Workflows
4. Automate & Innovate HR Business
Processes with Digital Platform
5. Create Value (experience & engagement)
for Stakeholders

©2022 ┃ Awan Karnadjaya www.robustapp.co.id

 THANK YOU
PT HALUAN REKADAYA KONSULTINDO
Mega Plaza 3A Floor
Jl. HR. Rasuna Said Kav C-3 Jakarta
Selatan
12920
Contact Us
www.robustapp.co.id +628-128-000-2833 Telp : +6221-520-4873 Fax : +6221-520-4874

©2022 ┃ Awan Karnadjaya www.robustapp.co.id