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The world of work is undergoing radical change as a result of digitalisation. Today, modern HR departments are under more pressure than ever to make processes efficient, transparent and future-proof.
An HR digital check provides clarity: how digital are your own HR processes already? What are the stumbling blocks, and where is there still potential for digitalisation? This assessment forms the basis for remaining competitive and securing an attractive employer image.
Risks: What happens if digital maturity is lacking?
In addition to numerous opportunities, digital transformation also harbours risks – especially if it is implemented half-heartedly or in an uncoordinated manner:
- Data protection and data security: Sensitive employee data is potentially exposed to new risks such as cyber attacks as a result of digitalisation. Without well-thought-out protective measures, there is a risk of data breaches and compliance violations.
- Media breaks and isolated applications: Many HR departments use Excel, email, paper and various software applications in parallel. Such fragmentation hinders transparency and leads to sources of error.
- Lack of automation: Without interfaces and automated processes, HR remains burdened with manual routine tasks that take up a lot of time.
- Acceptance problems: Digitalisation without change management often meets with resistance. Employees lack the knowledge or motivation to use the new tools productively.
- Loss of competitive advantages: Those who continue to rely on manual processes cannot meet the needs of modern talent and run the risk of losing out in the ‘war for talent’.
Solutions: Step-by-step digitisation with structure and technology
Eine nachhaltige Digitalisierung der HR-Abteilung braucht einen klaren Plan sowie die passenden technologischen und organisatorischen Stellschrauben:
Sustainable digitisation of the HR department requires a clear plan and the appropriate technological and organisational adjustments:
1. Digital check & potential analysis
The first step is to carefully assess the current situation: Which processes are already digital, and which are still analogue? Where are the biggest time losses occurring? Such an analysis often quickly identifies initial potential for improvement – for example, in recruiting, onboarding, absence management or personnel file administration.
2. Selecting the right HR software
Choosing the right HR software is crucial. It should offer user-friendliness, adaptability, data security and the ability to integrate with existing systems. Modular solutions allow for a flexible start and later expansion.
3. Automation & self-service
Automated recruiting tools, digital personnel files, time tracking and self-service portals streamline processes significantly. Employees can request holidays, book training courses or download documents independently. AI-based solutions can provide support by analysing data, suggesting applicant profiles and taking on routine administrative tasks.
4. Change management & training
An important success factor is the involvement of all team members. Early involvement, transparent communication and targeted training promote the acceptance of new digital processes. Feedback loops help to continuously improve the introduction of new tools.
5. Make success visible
Measure the success of digitalisation: How much time is saved? Is employee satisfaction increasing? Are there fewer errors? Transparent reports and regular monitoring make the successes of digital transformation visible and motivate further steps.
Practical example: What digital HR can look like in practice
Let’s imagine that a medium-sized HR department is faced with the challenge of making the onboarding process more efficient. In the past, tasks were distributed via paper checklists and email chains. Responsibilities were unclear and important information was lost.
After introducing HR software, onboarding tasks are now automatically distributed to the responsible persons. New employees are given access to a platform containing all the necessary information. Feedback and status updates can be viewed at any time. The management of applications, the creation of digital personnel files and the documentation of all relevant HR processes are carried out using standardised digital workflows.
The result: 30% less time spent and significantly higher satisfaction on all sides.
Further examples:
- Applicant management with automated email responses and detailed evaluations of recruitment campaigns.
- Use of AI to analyse HR key figures and identify trends such as staff turnover or overtime.
- Self-services that allow employees to manage their HR matters directly and from any location.
Conclusion: Start the HR Digital Check now!
The digitalisation of human resources is not an end in itself, but creates efficiency, transparency and strengthens employer attractiveness. However, without systematic analysis, potential often remains untapped and risks remain.
Get started now with a thorough HR digital check:
- Review your processes, identify digitisation needs and implement targeted, modern solutions for process optimisation.
- Use innovative tools, automate processes and develop your team’s digital skills step by step.
- Become a pioneer – for a future-proof and high-performing HR department!
