Digitisation is hitting the German economy. The credo is clear. Thus, the quote from Haufe shows this quite clearly: “The virtual world of shopping temples, social networks, news channels, games, travel, etc. It can’t be more comfortable! Why shop on site, call in person, wait for the daily topics … when digital images, videos, rating systems, (customer) comments provide a faster, mostly more up-to-date overview and better service?” So it’s about making everything somehow more comfortable and faster. Agile, fast, flexible… But what does this mean for an HR and what does digitalization have to do with it?

The role of HR in the digital transformation

Digitization also means, to a large extent, tool support for various tasks. For example, a big data tool can make the selection of applicants faster or large quantities of applicants can be evaluated, contacted and invited faster and more neutrally. But overall, the magazine Human Resource Manager summarizes it very well:

HR is an internal service provider in the company. HR is there to provide excellent administrative performance for the departments. Point. This goal alone is a challenge, because, to be honest, where do the services such as human resources management, the preparation of work certificates, the recruitment process and the administration around continuing training really run smoothly and close to the customer?

Role digital HR
Role of digital HR (own presentation)

The digital HR – more than just HR with internet connection

The idea of digitalization often makes the idea of the Internet, software, tablets and smartphones boil over. Which is true at first. How often do you look at your smartphone during the day? 100 times? 300 times? We are now quite used to being able to retrieve information at any place and at any time. Real-time, networking and automation are the focus of digitalization.

From the perspective, a dimension of digitization in the context of HR opens up quite quickly: easy access to HR services and HR information. Digital HR is called anytime, everywhere – mobile and simple. If we are honest, this is often wishful thinking for a good part of the processes and services we provide from HR (Source: Intraworlds).

E-Recruiting in HR

Our world is becoming more and more digital – that much is clear. This trend has now also arrived in recruitment. “E-Recruiting” is what he calls himself here(Working ABC). E-recruiting (“Electronic Recruiting”) is the name given to recruitment using computer- and web-based media. E-recruiting usually takes place via online channels and platforms on the Internet and is therefore commonly referred to as online recruiting. The aim of this form of electronic recruitment is to simplify and accelerate recruitment and reach the right target group(Working ABC).

But what exactly is this e-recruiting? If you search you will find examples such as social networks, online job portals, career blogs, apps and messengers. In the end, however, Career ABC sums it all up nicely: E-recruiting is more than creating its own career page and optimizing it for mobile devices. It is a comprehensive concept that not only regulates the application process on all relevant channels, but also internal processes from applicant management systems to online assessment centers to employee assessments.

Digital HR – the focus is on people

In all this, the human being, the employees, must not be forgotten. Without them, no change and no world of work 4.0 without change. Who can pave the way here? Only HR! If the digital transformation with organizational development touches an important core competence of hrmanagers (source: Haufe).

For example, Haufe proposes the following action for the new digital HR such as: First of all, areas of responsibility must be shifted away from the manager to the employees. The effect: Decisions are no longer made across multiple levels of the hierarchy, results become more visible more quickly.

HR therefore faces some new challenges and many unresolved issues. It is now important for HR managers to solve these through experiments and constant testing. In the fight for young professionals, agility, new concepts and above all speed become important factors for success.

Reading tip: Recommendations for action for skills shortages

Genderhinweis: Ich habe zur leichteren Lesbarkeit die männliche Form verwendet. Sofern keine explizite Unterscheidung getroffen wird, sind daher stets sowohl Frauen, Diverse als auch Männer sowie Menschen jeder Herkunft und Nation gemeint. Lesen Sie mehr dazu.

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I blog about the impact of digitalization on our working environment. For this purpose, I present content from science in a practical way and show helpful tips from my everyday work. I am a manager in an SME myself and I wrote my doctoral thesis at the University of Erlangen-Nuremberg at the chair of IT Management.

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