Bangkok--7 Feb--Absolute PR
Bluebik reveals that HR is the first part of an organization that is facing Digital Disruption, causing many organizations transform itself into Digital HR. Opening trend in Thailand and around the world found that most people turn to freelance careers rather than full-time jobs because everyone can choose their owned lifestyle, coupled with having a Digital Platform about new works helps to work anywhere and anytime while also finding workers less loyal to the organization and change jobs more often. In addition, there is a tendency for many retirees returning to the employment market, resulting in HR jobs having to be changed with 3 approaches. Bluebik suggests organizations to adopt HR Technology to become leaders of change.
Mr. Pakorn Jiemskultip, Chief Officer Technology of Bluebik Group Co., Ltd., revealed that in the digital economy, HR is the first part affected by the Digital Disruption wave. Thus, many HR executives are beginning to focus on making Transformation to Digital HR to help leading the organization to change successfully. And if they are able to apply Platform Digital to meet the challenges parallel to the adjustment of HR practices, it will be able to create positive changes for the business and create a great experience for employees.
However, when delving into the trend about HR around the world and in Thailand, it was found that most people are starting to focus more on a lifestyle than being a full-time employee, because they can choose the lifestyle that is desired. 51% of the freelance workers tend to not go back to work regularly, and over 84% of freelance people can live the lifestyle they want while full-time employees can only live their lives as much as 54%, according to the survey results from upwork.com. When combined with the emergence of new digital platforms about job finding and working; it therefore, results in freelance works to look more interesting. Because of now and in the near future, people will be able to work through the Digital Platform anytime, anywhere, thus saving traveling time, especially during rush hours.
In addition, since people are less loyalty to the organization, they change jobs more frequently. And although people have ties with the organization, they are ready to quit immediately if they get good offers from other companies. There is also a tendency that retirees return to the employment market. Moreover, Thailand is entering into the Aging Society, resulting in many companies extending years of service from 60 to 65 years.
Mr. Pakorn added that from the aforementioned factors, HR works on rules have been changed and in order to adjust the organization to catch up with the Digital HR era, organizations should adjust in the following areas:
1. Applying technology to increase work efficiency, such as applying AI or Social Media to work. For example, Unilever, England, uses Digital Tech to consider job applicants' resume. Or, using online games to assess skills and focus on work which saves time and resources in the HR team during the recruitment process. Those who pass the screening system will have the opportunity to work with organizations up to 80%.
2. Considering competitive risk, if technology is not introduced to increase efficiency in HR processes in various fields, recruiting and developing personnel skills to have the potential of the company would be difficult.
3. Consider using technology to help create teamwork within the organization because team work is the true success formula of an organization
However, using HR Technology in the organization is considered as just the beginning of Digital HR Transformation, which can generally be divided into 4 levels which are as follows:
Level 1: Work Efficiency Improvement; with the introduction of technology to improve work efficiency on a regular basis and time-consuming, such as the introduction of human resource management systems to help work faster and easier. HR Technology will help in many areas from sharing information within the organization quickly. Employees will be able to communicate and collaborate more easily. Also, it helps HR to work and make decisions based on more accurate information which the organization can start to make Transformation from this level first.
Level 2: Change ways of work and create innovation in HR practices: If an organization has started a Digital HR transformation to some degree, it should use Innovative application to work in various parts, from recruitment, internal communication up to human evaluation such as using LinkedIn to find potential job applicants and job interview through video call. Using the platform to connect between job seekers and organizations will help the organization manage resources efficiently at every step. In addition, HR should work with various departments to understand the needs of the skills of personnel from that department. HR should change the Inside-out compensation process to the use of Design Thinking to understand the real empathize of employees in order to find new, more effective incentive forms or to attract talents to the organization, as well as to integrate Gamification with Performance Management.
Level 3: Able to access and use information for important decision making. The organization can collaborate with data experts to gather important information both inside and outside the organization including statistical and qualitative data so as to help evaluate the performance instead of using feelings. It also helps to assess the ability and skills development of the point directly and with fast results. When data can be linked together, HR will be able to see new perspectives such as the type of staff that is High-performer or suitable for the organization (Culture fit) from the Dashboard including the ability to track employee lifetime value.
Level 4: Use linked Digital Platform to enhance employee's and organization's efficiency. When the systems and processes are linked through the Digitalization process, HR can connect data together to achieve work efficiency from individual level. For example, if HR finds that one employee often come late on Monday morning, the system will send automatically warning messages through the application or even use retrospective data for the entire company to assess whether the test results of the job applicants who are in the negotiation period are in line with the organizational culture or not. What type of personnel is that candidate and should the organization offer the job to the candidate? etc.
"Digital HR Transformation is a big deal and takes a long time. Therefore, starting to make a small Transform in order to see success will help increase opportunities for organizations to do successful Transformation," Mr. Pakorn concluded.