The future of HR is revamping and reimagining every day with the emergence of AI, ML, and NLP-backed technologies. The role of HR persons isn’t what was relevant 5 months ago (as an example). Today, HR professionals need to be ready to change.
Today’s digital HR person must be aware of the trends first. Then, they incorporate the knowledge with the talent they develop. If you’re a coming-of-age HR person, you must also re-evaluate your skill set.
Knowing how or when to hire and orient people to your workplace isn’t enough. The future of HR is also working beyond the engagement and developing modules for having a talent that retains.
What matters today is that your contribution as a digital HR must be valuable and sustainable. For that to hold importance in a digitally transforming organisation, your skills must be digital too.
The best option here is to read along with the blog post. It lists skills relevant to being an employable and valuable team member to the CHRO.
5 Digital Skills New-Age Digital HR Professional Needs in 2022:
Data science and analytics
The world is changing with the evolution of data science and analytics. Even HR norms and behaviours are significantly impacted by analytics every day. Tomorrow’s HR person must be ready with what to bring into their HR firm using data analytics and its modelling.
Data science teaches them new ways to deal with data rapidly entering the system. The speed, velocity, complexity, and uncertainty of the data changes as the organisation grows.
Digital HR reshapes continuously amidst this phase. However, with digital HRMS, human resource persons can implement their data science and analytical knowledge. It helps simplify the rapidly changing datasets.
Further analytical reports and data modelling helps data engineers to make sense of the information that is too scattered.
Critical soft skills
Soft skills are the need of the hour for the next-gen decision-makers, policymakers, and change-makers. They are the ones who bring new changes to the organisation. Without the stronghold over the soft skills, these changes seem impossible.
Critical soft skills include communication, persuasion, negotiation, teamwork, leadership, and others. These skills enhance the power of digital HR.
Communication gets transparent as firms use human resource management or an employee collaboration tool. Here, uKnowva HRMS or its intranet are perfect examples of these tools where human resource professionals can exercise their critical soft skills.
Every day, HRs deal with people at work. These might be existing, new, offshore, remote, or in-house employees. Possibilities to deal with different and difficult people in the workplace are myriad.
That is why digital HR skills are incomplete without critical soft skills. HR persons need to smart their community, persuasion, and negotiation skills. HR can use these competencies to get key and impactful work done from their people.
If at any moment, HR executives and leaders are not good at these skills, their employability can be in jeopardy. Without these skills, handling people and getting them to work is nearly impossible.
Plus, it takes great empathy and emotional quotient to improve communication, negotiation, and persuasion skills. They must have experience with human behaviour and how it impacts everyone’s lives daily.
Other than that, HR persons need to be self-aware when harnessing these skills. They must self-assess themselves with performance records. These are shown on the digital HRMS platform.
From there, they know if they’re progressing and getting work done by their employees and other team members. If not, they must continue to assess themselves to verify the errors in the process.
That’s one step in answering how to improve HR skills when it comes to communication, persuasion, or negotiation.
Technical skills
Technical skills are as important as other digital HR skills mentioned in this blog. Without the involvement and evolution of HR tech skills, it’s difficult to manage new-age HRMS and other tools.
Workflow and performance improvements when HR and their teams are tech-savvy. Technical skills here do not mean that you start learning hard-core coding. That is a wrong perception.
Rather, you must know how to use a tool first. Most HR tools are pretty basic. If you have HR process and daily activities knowledge, using any tool with various interfaces won’t be an issue.
HRMS, intranet, meeting rooms, CMS, collaboration and engagement software, VBS, and attendance systems are at their peak today. Digital HR is incomplete without these cloud-based and AI-backed tools.
Your organisation must provide tutorials on modern HRMS and other platform users. One of the most important platforms every organisation today uses is content automation.
Content is required everywhere. Be it in any industry and their HR. Your team has to know how, when, where, and through which platform can they automate their content. Be it in any format or form.
Next, the most important tool is the HRMS. If you’re an HR, knowledge of activities like the ones given below is a must.
These include, but are not limited to:
- Setting up an account,
- Registering an employee in the system,
- Updating the information,
- Uploading, publishing, and sharing content or information files and notices, etc.
Organising and planning skills
You need to be a great organiser and planner to learn how to improve HR skills. The world and its people are in chaos. Confusion is everywhere because of too many choices, alternatives, and platforms.
Choosing has become a challenging feat because it takes time, delaying decisions and execution. That’s why organising and planning skills are essential in 2022 for HR leaders to sharpen.
When you have these skills, you don’t delay deciding which policy, attitude, and behaviour to accept or realign. Employees depend on you more when they see you making the right decisions on time.
Organisations work smoothly with their HR and business processes accomplishing tasks initially assigned. It happens when organising and planning skills are in tandem with common goals to be conquered.
These skills are teachable. Digital HR skills like these can be bestowed on your teams by guiding and mentoring them. Show them the massive impact of organising and planning effectively. They will get motivated too to own up to their roles and responsibilities.
This way, earning employee trust, respect, and knowing their behavioural cures is easy and more predictable. HR leaders can use this information to allocate projects and tasks to their teams effectively.
Multitasking
Multitasking is not for everyone. It needs the person to be extremely calm and master the art of organising and planning. You can say HR leaders with all these skills execute multiple tasks smoothly.
Multitasking today can be better by delegating the right task to the justified person. You can know whom to trust from their performance records in the digital HRMS software like uKnowva.
This activity can save you from assigning the right task to the less competent person in your team. Automate multitasking using modernised HRMS where bots carry out mundane tasks as your virtual assistant.
Set out automated reminders, notices, and emails to potential, new, or existing employees. That’s based on trigger responses and actions. It frees your time to work on better and more value-creating jobs in hand.
Conclusion:
Learning these five skills to wheel your digital HR to the next phase of evolution is necessary. It will improve and mature your internal HR processes as well. Automating tasks is helpful and really the need of this hour in the VUCA world.
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