- Seventy-seven percent of organizations do not have a documented HR technology strategy (McLean & Company, HR Trends Survey, 2021; n=431), resulting in existing technology solutions that were selected reactively and fail to effectively meet client needs.
- Many HR departments are not taking any action to support digital transformation and are left out of key decisions around HR technology selection and implementation, despite being the primary users and facilitating its adoption throughout the organization.
Need Extra Help?
Speak With An Analyst.
- Get on-demand project support
- Get advice, coaching, and insight at key project milestones
- Go through a Guided Implementation to help you get through your project
Our Advice
Critical Insight
Creating a digital HR strategy without considering the client experience risks not meeting the needs of a modern workforce. To be successful, HR’s digital strategy must balance the organization’s needs with the needs of the people who will be actively interacting with the processes and systems.
Impact and Result
- Develop a holistic digital HR strategy that is owned and driven by HR in collaboration with other key stakeholders to realize benefits such as greater HR efficiency and improved client experience and engagement.
- Focus on the client experience to ensure the people who will be actively interacting with the processes and systems have direct input into the strategy to maximize buy-in, adoption, and impact.
- Ensure strict prioritization and take a phased approach to maintain a manageable workload. The goal is to create a multi-year, living strategy, not to achieve a static end-state.
- Incorporate change management into the roadmap and communications of the digital HR strategy to create reasonable timelines, encourage adoption, and maximize the benefits realized.
Digital HR Strategy
This program has been approved for continuing professional development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA).
McLean & Company is recognized by SHRM and can award Professional Development Credits (PDCs) for the SHRM-CP® or SHRM-SCP®.
HR Certification Institute's® (HRCI®) official seal confirms that McLean & Company meets the criteria for pre-approved recertification credit(s) for any of HRCI’s eight credentials, including SPHR® and PHR®.
How to complete this course:
Use these videos, along with the Project Blueprint deck above, to gain an understanding of the subject. Start with the Introduction, then move through each of the Course Modules. At the end of each Module, you will be required to complete a short test to demonstrate your understanding. You will complete this course when you have completed all of the course tests.
- Number of Course Modules: 5
- Estimated Completion Time: 1.5 hours
Learning Outcome
Develop a holistic digital HR strategy that is owned and driven by HR in collaboration with other key stakeholders to realize benefits such as greater HR efficiency and improved client experience and engagement.
Learning Objectives
By the end of this course, learners will be able to:
- Recognize the role HR plays in developing a digital HR strategy.
- Identify priority HR technology elements.
- Investigate the client digital experience.
- Determine and categorize digital opportunities.
- Describe the factors involved in creating a digital HR strategy roadmap
Course Modules
Introduction
Module 1
Module 2
Module 3
Module 4