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A recent study shows just how important digital processes are for sustainability and efficiency in companies, especially in HR.
The study “Success factors for successful dual transformation” by the Bertelsmann Stiftung and the Fraunhofer Institute for Industrial Engineering (IAO) looks at the link between digitalization and sustainability in companies, particularly in German SMEs.
The so-called “double transformation” describes the interplay between these two megatrends and their synergy potential. The study emphasizes that companies that strategically combine both aspects not only achieve their ecological and social goals better, but also gain competitive advantages. Digitalization is an important factor for sustainable transformation and can be used in various areas:
- Saving resources and costs by reducing material and energy consumption, for example by digitizing work documents
- Promoting social and economic sustainability with leaner processes, fewer errors and optimized knowledge management
- Data collection for sustainability reporting: digitalization can facilitate the collection, processing and provision of sustainability data
Key role of HR
The study emphasizes that the human resources (HR) department plays a key role in the dual transformation. It is the task of the company, managers and the HR department to impart the skills required for the transformation. Employees must be actively involved in the transformation process. Various instruments can be used for this purpose, such as
- Communication via newsletters and the intranet
- Smart screens for the visualization of sustainability data
- Regular information about the company’s sustainability activities and successes
- Training courses
Digital HR processes can make a valuable contribution to sustainability and efficiency
The study shows that the digital transformation also affects HR processes. In particular, digital application processes and recruiting , digital personnel files and the digitalization of onboarding processes should be mentioned here. It is not just about digitizing existing analogue processes, but also about making HR processes more efficient, transparent and flexible. The following processes should be mentioned here in particular:
Digital application processes: Companies are increasingly relying on online portals and digital tools to receive and manage applications. This enables a faster and more efficient application process and also saves paper. Modern and digital Human Resources Information Systems (HRIS) such as Papershift Pulse can provide support here because they cover the entire recruiting process from onboarding to offboarding.
Digital personnel files: Switching from paper files to digital personnel files enables easier access to relevant information and reduces the administrative burden.
Digitalization of onboarding processes: New employees can be integrated into the company more quickly and efficiently using digital tools. This can be done through online training, digital welcome packs or virtual tours of the company, for example.
Location-independent working: With the help of digital technologies, employees can work from any location. This leads to more flexibility, a better work-life balance and increases the company’s attractiveness as an employer.
Digital tools for personnel development: The HR department has a key role to play in teaching the skills required for the transformation. Digital tools can help to provide learning content, track learning progress and support employees individually.
Conclusion
By digitizing their HR processes, companies can not only save costs and optimize workflows, but also make an important contribution to sustainability. It is important to choose the right tools. These must fit the company and ideally be flexible enough to fit in with the existing circumstances.
