hkp/// group

Digitizing HR - Commitment is often lacking - Seite 2

processes, products and services. However, the reality in today's companies
is different:

- Three-quarters of participants in the study use few cloud solutions if
any in their core HR processes

- Only half of the companies use employee self services (ESS) or manager
self services (MSS) - applications that allow staff members or managers
to carry out certain standard tasks themselves, such as updating their
bank data, marital status, and so on

- Just 50% of participants in the study use electronic personnel files

- Only one in five companies give everyone in the company a smart phone
or tablet

- Only every second company allows all employees access to core HR
applications

"Just introducing electronic personnel files in itself will not make a
dramatic difference to the level of digitization of HR, but it's a start.
Ultimately companies need an integrated perspective on all their
technologies and applications, as well as properly trained staff," says
Colin Stein, author of the study and Consultant at hkp///.

3) Social media and recruitment are catalysts for digitization

Of the core HR processes where IT solutions can offer the most support,
recruitment is well ahead in the number one position (81%), followed by
learning (54%), performance management (46%), compensation (43%), and
succession management (20%).

Recruitment is ahead of the other areas because handling data is less
sensitive here, according to the authors of the study. The strict data
protection rules that apply in Germany only really start making a
difference when you get to employee data.

Another reason for recruitment being the leading area is its close
integration with social media and therefore employer branding. Besides
their own websites, companies are increasingly using channels such as
Facebook and Twitter to raise their profile, address specific individuals
and automatically direct information about vacant positions at the company
to relevant target groups. Suitable HR tools can be used to collect online
applications and process them efficiently.

4) IT, infrastructure and the like are not enough to create a digital
champion

The study finds that "digital culture" and "the ability and willingness to
change" are particularly strong drivers for the degree of digitization in
HR. For the study's authors, this is evidence that commitment to
digitization - not just ability - is critical for achieving greater digital
maturity within HR. Moreover, part of the commitment to digitization is