Adapting to the changes of the digital revolution

Adapting to the changes of the digital revolution
Promoted by Adapting to the changes of the digital revolution

Rapid changes in technology have affected modern business practice and HR needs to respond faster, according to leading executive interim and search firm Holmes Noble.

The digital revolution was one of the challenges debated and discussed within the newly launched HR report by Holmes Noble. The report’s findings suggest that if HR wants to continue to rise to the challenge of anticipating and managing how we change the way we work, practitioners must embrace technology quickly.

The document highlights that a new, digital world of human resources is already available however not enough businesses are responding to the benefits it brings.

Michelle Carson-Williams, founder and CEO of Holmes Noble explained: While technology plays a critical role in enabling the transformation of HR from personnel management to big-picture strategic implementation, technology by itself does not create this change. HR directors use technology effectively to drive more business-relevant conversations with line leaders.

Millennials make up more than half of the workforce.  We are going to have to embrace and build on technological advancements to meet both employee expectations and business requirements.

“Technology has helped shift its reputation of a department drowning in monotony and paperwork to the tools which are changing how we work using portals and platforms, digitalising processes and analytics.”

The report details how best practice HR now embraces social media, mobile, analytics and cloud technologies to perform many functions which were previously labour-intensive and time-consuming.

Advancements in technology give the industry innumerable digital resources, programmes and systems to leverage. Keeping pace with these changes is a challenge

The HR technology revolution –  The big five!

  1. Big data – providing new insights allowing professionals more efficient processes to treat each as an individual regardless the size of the team.
  2. Talent analytics and diversity analysis - will become more commonplace.
  3. The Cloud – storing data as never before.
  4. Mobile technology – providing employees access to information anytime, anywhere which empowers them to put their heart into their work.
  5. Social media – a powerful tool to capture user-generated content to fuel employer brand projection and reputation.

To find out more please visit, to download the full report.

You can also read more from HR Grapevine's April Magazine by clicking here

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