HR digital disruption: the biggest wave of transformation in decades
| Published date | 10 April 2017 |
| Date | 10 April 2017 |
| Pages | 55-59 |
| DOI | https://doi.org/10.1108/SHR-01-2017-0006 |
| Author | James Larkin |
| Subject Matter | HR & organizational behaviour,Employee behaviour |
HR digital disruption: the biggest
wave of transformation in decades
James Larkin
James Larkin is based at
Financial Services
Department, Marlin Hawk,
New York, New York,
USA.
Abstract
Purpose –This paper aims to outline and explore the changes chief human resources officers (CHROs)
can expect in the digital age, focusing on three distinct categories: inward (changes within the office),
outward (changes at the employee/manager level) and across (changes to the organization at large).
Design/methodology/approach –This paper carried out a review of digitization’s impact on the CHRO
role, an assessment of changes at the employee/manager level and an assessment of changes at the
organization-wide level.
Findings –Mimicking social media aligns learning and engagement technology with the expectations
and working practices of the millennial generation. The HR function, led by the CHRO, may leverage the
power of digital technology to gain an advantage over competitors by attracting and retaining top
millennial talent. Cloud technology makes available a wealth of easily accessible information, which
facilitates far more effective communication between management and employees. Digital provides
employees leverage in terms of formulating strategy, decision-making and even leadership. Expect a
dramatic increase in plug-and-play digital solutions related to recruitment and talent.
Originality/value –Learning and opinion based on the experience of a talent advisory consultant
partnering with CHROs across a broad range of Fortune 500 companies.
Keywords Change, Technology, Analytics, Social media, Productivity, Knowledge
Paper type Viewpoint
While digital is successfully disrupting almost every industry it comes into contact
with, it is also set to revolutionize how organizations and companies themselves
operate, meaning big changes are afoot for any chief human resources officer
(CHRO). HR technology is becoming an area of utmost strategic importance: with over
$2bn invested in 2015[1], the trend continued in 2016 and investment levels are expected
to continue rising. The change to the HR department that digital technology will bring will
be all pervasive and omni-directional throughout every company. This paper explores
these manifold changes and clusters them into three broad groups: “Inward” (changes to
the office of the CHRO), “Outward” (changes at the employee/manager level) and “Across”
(changes to the organization at large).
Looking inward: digital enablement of the CHRO’s office
Over the next few years, the CHRO will become one of the more tech-savvy executives on the
management committee (Figure 1). Already we have begun to see many CHROs recruit or
develop a Head of HR Transformation or Head of HR Technology & Services to kick off this
agenda, starting with the replacement of old, licensed HR platforms with modern, cloud-based
technologies that offer greater insight through analytics and more flexibility to scale HR services
up and down. For many, this is the first step to becoming an agile, digital HR environment. In
addition, we can expect more plug-and-play solutions within the CHRO’s arsenal as we witness
an explosion of solutions in the market for recruitment, talent management and employee
development.
DOI 10.1108/SHR-01-2017-0006 VOL. 16 NO. 2 2017, pp. 55-59, © Emerald Publishing Limited, ISSN 1475-4398 STRATEGIC HR REVIEW PAGE 55
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