Our last post about the Digital Transformation of HR made it clear that no organisation, business, government or NGO, will be able to realise a successful digital HR transformation without putting people first and having those people onboard and committed to the process. Many of you know from experience that when things change too fast, or the change management process doesn't take into account the individuals impacted by change, (as well as their concerns), this can be a recipe for failure. From a broader perspective, a poorly executed change management process can potentially result in organisation-wide resistance, which is a disastrous outcome for the business. As the way we work makes it more possible for the HR department to make the transition from an overhead towards being a revenue generator, and as HR best practice continues to transform, we pose the question: 'Can technology transform HR from cost centre to profit centre'?
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