In an increasingly digitalised world, the topics surrounding digitalisation are becoming more and more important - including in HR development. Companies that want to remain competitive must adapt their strategies and utilise new technologies effectively. This inevitably raises the question of whether HR development is even viable for the future without utilising the potential of digitalisation. This blog post is intended to provide an overview of the topic of ‘digitalisation in HR development’ in this context: Where can you start and where does it possibly harbour the greatest untapped potential?
PERSONNEL DEVELOPMENT IN THE DIGITAL TRANSFORMATION
The digital transformation of HR development has fundamentally changed the world of work. Automation, artificial intelligence (AI) and big data are no longer just buzzwords, but characterise everyday working life in many industries. These developments mean that the demands on employees are increasing. They must be able to deal with new technologies and adapt quickly to changing working conditions.
At the same time, digitalisation also opens up new opportunities in personnel development. Learning processes can be designed more individually and organised more efficiently. Companies can respond specifically to the needs of their employees and provide them with the tools they need to develop further. However, this development also brings challenges. Companies must ensure that their employees acquire the necessary digital skills and are able to use them effectively.
Overall, personnel development is becoming more important than ever in the digital age. It is not just a question of procuring adequate technical equipment, but also of investing in employee training at the same time in order to remain globally competitive. The challenge is to actively shape change and see digitalisation as an opportunity.
TECHNOLOGIES IN DIGITAL PERSONNEL DEVELOPMENT
Digitalisation has given rise to a variety of new technologies that can be used in personnel development. These technologies are revolutionising the way in which employees are trained and further educated.
Virtual reality (VR) and augmented reality (AR), for example, make it possible to create realistic training environments in which employees can safely simulate and train complex situations. These technologies offer particular potential in areas such as technical training or preparation for emergency situations.
E-LEARNING FOR COMPANIES and DIGITAL EMPLOYEE TRAINING are further important components of digital HR development. Digital learning platforms make it possible to deliver training content regardless of time and place. This is particularly advantageous for globally active companies. These platforms offer a variety of learning methods, from traditional online courses to interactive webinars. This makes the learning process more flexible and can be better customised to the individual needs of employees.
Artificial intelligence (AI) and big data also play a crucial role. They enable personalised learning paths based on the individual strengths and weaknesses of employees. By analysing large amounts of data, companies can better understand which learning content is effective and which areas need to be improved, as, for example, a majority of learners have spent a significantly longer time on the slides or films for a particular learning content without having successfully passed a test at the end.
All of these methods are based on one more fact: with the increasing use of mobile devices, employees can access learning content anytime and anywhere. This so-called mobile learning is a trend that is becoming increasingly important in digital personnel development. It promotes continuous learning and makes it possible to impart knowledge in small units, which is particularly useful in hectic working environments. But as is so often the case, the same applies here: Finding the right degree is essential. After all, we are also moving into an area where the transitions to excessive demands and constant accessibility of learning content are fluid. Achieving the right motivation to learn depends on the right level of commitment.
PERSONNEL DEVELOPMENT AND DIGITALISATION: NEW COMPETENCIES AND SKILLS FOR THE DIGITAL ERA
The digitalisation of HR development is also changing the demands on employees' skills. Digital skills, such as the use of modern tools and platforms, are becoming increasingly important. However, traditional soft skills, such as communication and teamwork, are also changing as a result of digitalisation.
In an increasingly networked working world, employees must be able to work effectively in virtual teams. Flexibility and adaptability are also essential skills, as the digital transformation brings with it constant change. Creativity and problem-solving skills are needed to find innovative solutions to the challenges of the digital era.
Lifelong learning and LEARNING MANAGEMENT: In a dynamic working environment, continuous learning is essential. Employees must be prepared to constantly upskill and acquire new skills in order to keep pace with rapid change. Companies are called upon to establish a learning culture that promotes and supports lifelong learning.
STRATEGIES FOR IMPLEMENTING DIGITALISATION IN HR DEVELOPMENT
It's nice to talk about digitalisation in theory against the backdrop of HR policy. But once the decision has been made to improve something in this area, how and where can we start? The successful implementation of digital HR development strategies requires careful planning. A clear digitalisation strategy is the first step. Companies must decide which technologies and methods they want to use in order to achieve their HR development goals, among other things.
Change management plays a central role in this process. After all, digitalisation is accompanied by immense change in every single company. And this must be actively shaped and employees must be involved in the process. It is important that employees understand the purpose and benefits of digitalisation so that they can actively participate in it. This can be achieved through transparent communication and the involvement of employees in decision-making processes.
EMPLOYEE ENGAGEMENT is an important factor. The digital transformation can only be successful if employees are motivated and recognise the benefits of the new technologies. Ideally, companies should ensure that their learning programmes are designed in such a way that they meet the needs and interests of their employees.
Measuring and analysing the success of digital HR development strategies is also essential. By continuously reviewing and adapting measures, companies can ensure that they are achieving the desired results. Various tools and methods, such as feedback systems or the collection of performance data, can help to measure the success of the strategies and make improvements.
BEST PRACTICES AND CASE STUDIES
In order to successfully shape the digital transformation in HR development, it is worth taking a look at best practices and successful case studies. Many companies have already developed innovative methods to digitalise their HR development.
One example is Siemens, which has introduced a comprehensive digital learning platform. This platform uses artificial intelligence to create personalised learning content and analyse employees' learning progress. IBM, on the other hand, uses virtual reality to offer realistic training for technical skills, while SAP has integrated mobile learning solutions to enable employees to learn on the move.
These examples show that there is no one-size-fits-all solution. Each company needs to develop its own digitalisation strategy that fits its culture and goals.
OUTLOOK FOR THE FUTURE: DIGITISING HR DEVELOPMENT IN THE NEXT DIGITAL ERA
Digital transformation is an ongoing process and HR development will continue to change in the future. Future trends could include the increased use of artificial intelligence and machine learning to tailor learning content even more precisely to the needs of employees.
The role of a personnel developer will also change. In the future, these people will act as advisors and coaches who accompany the individual learning path of employees. These new roles require both technical knowledge and the ability to recognise and support the individual needs of employees.
Companies should prepare for these upcoming challenges today by continuously reviewing and adapting their HR development strategies. Close collaboration between HR, IT and the specialist departments is essential to ensure that digital learning solutions are actually implemented effectively and utilised efficiently.
DIGITALISATION OF HR DEVELOPMENT: CHALLENGE AND OPPORTUNITY
Digitalisation offers enormous opportunities for HR development, but also presents companies with major challenges. Companies that actively tackle these challenges and see digitalisation as an opportunity can optimally prepare their employees for the future. Future-oriented HR development without the use of digitalisation potential is hardly conceivable. Companies should therefore actively shape the digital transformation and accompany their employees on their journey into the future.
At SWISSTEACH, you are well advised and benefit from our customised LMS solution GLOBAL TEACH®. With GLOBAL TEACH®, you can prepare your employees specifically for the increased demands of the labour market and at the same time simplify the challenges of digitalising personnel development through intuitive and easy handling. Let our TEAM advise you today and get in touch with us at any time.
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