What does DHR stand for?

Digital human resources/digital human resources /DHR.

Digitalization of human resources refers to the use of social, mobile, analytical and cloud (SMAC) technologies to improve the efficiency of human resources. In other words, it is a structural change in human resources. However, the digitalization of human resources is not the only application of new technology.

As Jeff Mike of Deloitte said: "Human resource figures should also make culture, talents, structure and processes consistent, so as to balance efficiency and innovation and maintain measurable impact as larger organizations continue to transform.

How does the digitalization of human resources change human resources?

Just as digital technology has changed our daily life, it is also changing human resources.

Pay attention to data and analysis: slowly, the human resources department began to understand the value that data analysis can bring to the enterprise. Screening, learning and development, employee engagement and so on, human resource technology can measure every part of employee life cycle. However, the question is whether there are enough human resources professionals to draw meaningful conclusions from these data.

Recruitment that keeps pace with the times: smooth mobile application experience, data-driven recruitment process and personalized, artificial intelligence-based employment plan. These are just some examples of digital recruitment.

Optimize employee experience: For employees in the 2 1 century, the boundary between professional life and personal life has become blurred. They check their social media accounts during work hours, but they also check their work emails on weekends. Similarly, they want to be regarded as customers, and they want enterprises to provide them with similar user experiences in a digital working environment.

Providing self-service tools for employees: This article also improves the experience of employees, but mainly focuses on human resources. Just as employees want to be able to choose how and when to manage their work, they also want to manage their own human resources data.

Enhance competitiveness in the battle for talents: Millennials and post-95 generation are the future workforce, and they are deeply connected with social media and cannot do without mobile phones. Applying digital technology to human resources can have a more competitive advantage in attracting this generation of employees.