Description
Several studies show that human resources managers in Europe neglect the impact of digitalization, both on HR practices and on organizational dimensions. However, digitalizing HR practices is no longer an option but an imperative. It is also a state of mind because: digital opens up to a new organization of work and sources of performance; digital is becoming established in HR operating methods and processes (recruitment, training; talent management, Workforce Management, etc.); digital changes all the businesses and functions of the company; digital transforms our habits, our ways of working and communicating; digital implies a change in the manager's posture and an evolution of managerial culture. This training allows anyone in the HR function to understand the challenges of digitalization and to situate the role of the HR function in supporting these transformations. It allows them to identify the digital skills required for tomorrow, to diagnose their company's culture and current HR practices and to identify priority areas of work to initiate changes.
Who is this training for ?
For whom ?HR Director, HR Manager, HR Project Manager, Digital Manager or HR function executive wishing to have an overview of the impacts of digital. Anyone wishing to have an overview of the impacts of digital.
Prerequisites
None.
Training objectives
Training program
- Identify the challenges and impacts of digital on the company
- Analyze macro-trends (technological, societal, generational, etc.) and identify their impacts on the company and business models. Opportunities and points of vigilance.
- Clarify the vocabulary: digital , digital, big data, BYOD, cloud…
- Impact of digital on operating methods, management styles, relationships with work, relationships between individuals...
- Situate the role of the HR function in the digital transformation of the company
- Identify digital skills for tomorrow.
- Support managers in their change of role and posture towards teams.
- Promote use social media and collaborative tools within the company.
- Establish agreements or rules of the game (right to disconnect, etc.).
- Diagnose the culture of its organization and prioritize the projects.
- Identify impacts on HR processes
- Digital recruitment (sourcing, e-reputation, employer brand, e-ethics).
- Digital communication and social regulation (opportunities and legal risks).
- Training in the digital age (towards multimodal training engineering).
- Capitalization and transfer of knowledge and know-how: knowledge management.
- Performance and performance management talent (new criteria and opportunities generated by HRIS, big data, predictive analysis, etc.).
