From increased efficiencies and employee engagement, to better performance and greater insights on the impact of your people on your business, digitising HR is the single most exciting opportunity facing the sector today.
Silver Cloud has developed an industry-wide digital hr maturity model to help you plot your organisations’ progress in its journey to digitise its HR processes. Whether you are at the start of the process or well on your way to achieving maximum efficiencies, there are numerous quick wins to be had at every stage.
Digital HR Maturity Model
For each stage of digital maturity, we have outlined some of the key issues faced by HR teams globally when it comes to their HR processes and systems.
Stage 1: Immature
- Inconsistent, patchy data
- No audits or clear owners of data within the organisation
- No data dictionary
- Paper and spreadsheets usage is prevalent
- No visibility of data by employees or manager
- No company wide or global (if applicable) HR system
- No self-service or people analytics
- Reporting is hard, time consuming and on spreadsheets.
Stage 2: Conceptual
At this stage:
- Data has been prioritised and is owned
- HR processes have been reviewed and improved with goal to move online. There is a ‘global’ system in place
- Employees can view and update their own data and managers can view teams’ data
- Reporting has been streamlined and reports can be run easily
- Further thought required for bolt-on modules
Stage 3: Defined
Having reached stage three:
- Data is King. The HR team is the clear owner of people and have data governance / a data dictionary in place
- All main HR processes are managed through technology
- User experience of the HR service is positive and HR teams are working inclusively with other departments
- Full use of digital dashboards and multi-dimensional reporting
- There’s a clear roadmap for HR tech to support wider business strategy.
Stage 4: Integrated
Once organisations have reached stage four, they will typically see:
- Vast amounts of cross-departmental data providing insights across the business
- All processes streamlined and fully integrated across departments
- User experience of process is seamless across departments
- More sophisticated data using internal and external sources
- Digital HR is integrated deeper into business models and roadmap is underway.
Stage 5: Predictive
- Best in class data management and governance
- All processes are automated and predictive
- HR is strategic and able to partner with senior manager – using data to support business decision making
- HR has a place at the Board and is seen as a key partner
- Advanced predictive analytics are used to support decision making
- Consideration given to AI and RPA tools.
It’s worth stating that digitisation is not a linear journey. It is inevitable that the changing pace of technology will demand that processes are continually reviewed throughout any digital transformation, not only to ensure that the right roadmaps are in place but that the goals of your organisation continue to be supported with the implementation of any new tech.
Where does your organisation currently sit?
You may find that your business sits neatly within one of the stages above, or you may recognise a number of the scenarios from multiple stages.
We have worked with both private and public sector organisations to help them progress from ‘immature’ to ‘predictive’ – helping them to look towards the bigger picture, as well as achieve those quick wins that will improve or streamline their problem processes from the get-go.
If you’d like our help to review your current HR technology set-up, get in touch with us to book a Digital HR Review. You may also like to try out our online healthcheck in the meantime, to get an idea of how ‘healthy’ your HR systems are.