As an HR professional, you feel the impact of digital innovations in all areas: In recruiting, you compete with a global labor market. In personnel development, more efficient ways of further training must be found. And in personnel management, new hierarchies and working conditions are emerging. Read this article to find out how you can get the best out of digital changes in all three areas!
Digital Processes: Not an End in Themselves
Before you read on – briefly answer this question: How positively do you personally rate the term digitalization? Perhaps you see the many opportunities that arise from it. But perhaps you are also like many who view digitalization with a slight stomach ache. Digital innovations are associated with change. But as a beautiful Chinese proverb says:
When the wind of change blows, some build walls and others build windmills.
The first step is to recognize the changes – the second is to find suitable solutions. In human resources, people are at the center. Many therefore wonder: What does digitalization do to employees and managers in companies? That is why today we are presenting three areas of human resources whose processes are gaining new priorities through digitalization:
Recruiting
Personnel Development
Personnel Management
Digital Field of Action: Recruiting
Employees are the core of any company, and recruiting new employees is a responsible task. Today, recruiters feel the demands of the job market more than ever: How do I find high-performing employees who fit our company? And what does my company have to offer in return?
Today's recruiters are brand ambassadors for their company – in job postings, job interviews, and all other processes.
How Recruiting is Changing Through Digitalization
Posting a job advertisement and then choosing the best candidate from the submissions? This is rarely what a recruiter's daily routine looks like today. Digitalization is already evident today in the fact that job postings for online portals have to be written differently than for a newspaper. After all, you have to ensure that potential applicants find your exact ad among the multitude of offers on the World Wide Web.
New requirements for today's recruiter include, for example: search engine optimization (SEO), active sourcing, social media, or employer branding. As a result, the boundaries between recruiting and marketing are increasingly blurring. As an HR professional in a digital society, you are always a brand ambassador for your company!
What You Can Do as a Recruiter Now
The first step: internalize that as a recruiter today, you
are competing with a global market, and
therefore have to offer something to good applicants.
Digitalization has a direct impact on machines and devices – but indirectly also on people! A company that offers its employees room for self-fulfillment and modern working conditions is attractive to ambitious and capable employees.
Your Tool for Future-Proof Recruiting: Talention
One idea for how you as a recruiter can meet modern demands is by using recruiting software. Talention is one such software that specializes in aspects like employer branding and marketing. Learn more about recruiting marketing at Talention
Digital Field of Action: Personnel Development
Once new employees are recruited and integrated into the company, personnel developers are needed: How do you succeed in making good employees even better and retaining them in the company with innovative training?
Smart training: With innovative learning offers and platforms like blink.it, you shape the personnel development of the future.
How Personnel Development is Changing Through Digitalization
What used to be a job posting in the local newspaper in recruiting was the standard seminar in personnel development. Once a year, employees were invited to see something different and spend a day or two on a training course. Digitalization has now made it clear that such a seminar brings no real benefit to either the company or the employee.
Measurable results are just one of many impacts of digitalization. Most measurements show that the results of classic training courses are disproportionate to the effort and cost: the sustainability is often poor. More and more companies are therefore turning to sustainable e-learning and blended learning offers. As a Personnel Developer 4.0, you are no longer just an organizer, but a learning facilitator or even a learning coach.
What You Can Do as a Personnel Developer Now
Find out about the concept of Blended Learning! Especially in larger companies, you can no longer do without digital learning platforms today. Talk to trainers and managers, but also to employees, to get an impression of the wishes and concerns of everyone involved. As a basis for discussion, you can use our 7 arguments for blended learning in companies.
Your Tool for Future-Proof Personnel Development: blink.it
With the intuitive learning platform blink.it, anyone can easily create online content and entire courses themselves – with no technical knowledge required. The design is just as modern as it is appealing, making blink.it fun for all users and learners.
Digital Field of Action: Personnel Management
The third field of action is personnel management. Here too, processes are changing due to digitalization: strictly hierarchically managed family businesses will probably be able to continue this way for a few more years, but the future of leadership looks different.
Today's managers meet employees at eye level and still lead the company – and precisely because of this – with a strong hand.
How Personnel Management is Changing Through Digitalization
The keyword New Work covers many individual changes in the modern working world: flexible workplaces, flatter hierarchies, more personal responsibility for employees – these are just three of the powerful changes shaping the personnel management of the future.
And here the circle closes: In recruiting, personnel development, and personnel management alike, people are at the center. Individual responsibility, combined with more freedom and co-determination, characterizes the image of modern companies.
What You Can Do as a Leader Now
Particularly as a manager, you should know the wishes and requirements of your employees. Network with different departments, especially with other HR areas. Taking your own training courses is also a very good way to learn the right (soft) skills for modern leadership.
Our conclusion: Digitalization sounds terribly technical and uncomfortable – but fundamentally it puts people first. And that is exactly what human resources is all about: bringing out the best in people and making them strong within the company unit.
The learning process has already begun long ago. Take the next step now and look at 7 arguments why and how blended learning makes companies future-proof!
