Digital Transformation integrates technology into all HR procedures, thereby eliminating manual repetitive tasks and increasing efficiency. This results in higher employee productivity and engagement.

Although there are differences between organizations, broad stages of HR transformation are:

1. Agreeing on the vision for transformation
2. Onboarding stakeholders
3. Defining the transformation strategy
4. Identifying Skills and Competencies for successful adoption of technology
5. Conduct training and incentivizing behavioral change
6. Facilitating transference of Skills and Competencies to the job environment
7. Addressing shortcomings in the implementation
8. Measuring performance improvements.

Some of the key factors to success are:

• Employee buy-in
• Tailoring the benefits pitch to address apprehensions of different employee clusters
• Ease of use of tools and technologies
• Appropriate training and on-the-job support for wholehearted adoption.

Key drivers of HR transformation in large organizations include:

1. Elimination of repetitive tasks in HR procedures and record-keeping
2. Increase in efficiency and data integrity
3. Allowing HR to function as an enabler rather than an administrator
4. Enhancing employee experience.

The duration depends on the kind of transformation and the audience types. It can vary from 3 months to 12 months.

Noticeable outcomes of HR transformation include:

1. Happier employees
2. HR function that can solve future challenges
3. High transactional transparency
4. Higher employee productivity

Yes. We have created content for HR transformations for large organizations spanning 60,000 employees spread across 20 countries.

The cost depends on a variety of factors such as the depth of the transformation undertaken, the complexity of the technology used, and the number of audience types, and amount of training to be created. You can mail us at sales@appositelearning.com for a detailed explanation.