| | December 2021MANAGEHRMAGAZINE.COM8In MyOpinionA silent revolution has gone through the HR function over the past years. The function in general has become much more data driven, basing their strategies on hard facts and insights. The key enabler for this being the digitization of workforce and HR systems.HR going digital comes at a considerable cost. First of all due to setup costs and transitioning to systems. Secondly in building the capability with HR and leaders to make best use of the amount of analytics and insights that are suddenly available. Over the past 18 months our world has faced an unprecedented state of volatility due to the pandemic. Many businesses have had to relook at their effective use of manpower to save costs in the short run, or to plan for an expected upcoming recession in the best way possible. A logical question in today's boardrooms, is if--in line with other functions in the business--HR can start offloading its large-scale strategic investments, such as in creating a digital workforce and return to a low-cost personnel management department. Devesting in people technology now forms a real threat though to the long-term success of most midsize to large scale companies. As conventional business rules have become less reliable, organizations must focus on their most vital asset to ride through the impact of the pandemic and the digital wave of disruption: their number one priority ­ their people. In order to thrive as a company there needs to be a sound talent strategy, which is aligned to the long-term direction of its business, takes in account external shifts and one that is able to inspire all of its employees to be their best self and form an effective partnership with the organization. To equip the workforce with the skills to excel in the future, we must understand what skills will make the company successful tomorrow, but also the skills that are needed and available in the company today, so we can create a successful roadmap for the future. There are several ways how HR technology is shaping winning companies of the future through their people. Through systems we are rapidly evolving our approach to traditional talent management and development by using digital tools and technologies. Top digital trends transforming talent management to consider under current times are:· Strategic Workforce Planning tools - bringing the company's strategic objectives together with a clear multiyear talent strategy. Through intuitive data analytics systems, it is nowadays within reach of most businesses to start integrating data point around work performance, demographics, talent moves, labor costs, resulting in real modelling about where and how to spend money as business to drive equity and drive performance. Forecast modelling through HR technology can precisely predict ROI and help us with models By Ilja Rijnen, Human Resources Director, EX, Learning & Change (International), Beam SuntoryTHE RELEVANCE OF TECHNOLOGY IN TALENT MANAGEMENT DURING VOLATILE TIMESIlja Rijnen
< Page 7 | Page 9 >