New Employee Skill-Set : Technology Savvy

 “The topic of technological competence can no longer be left only to Experts or IT Specialists. It is now imperative for everyone to be Tech Savvy to survive in the new era” (Nicky Verd, Disrupt Yourself Or Be Disrupted)

In today's digital age, possessing technological proficiency has become a vital skill for all employees. To maximize the functionality of applications and employees need a comprehensive understanding of the technology/apps they use. This understanding can be achieved by keeping up-to-date with new apps and exploring online resources. Additionally, employees must learn to manage data and utilize artificial intelligence applications to simplify and expedite their work. By doing so, they can streamline their processes and increase productivity.

In addition to possessing technological proficiency, maintaining connections with others is equally vital. Social media, along with other relevant software and applications, affords employees opportunities to network with colleagues and industry experts. This, in turn, can foster knowledge sharing and even lead to potential job prospects.

In today's rapidly evolving digital landscape, it's no longer sufficient for employees to be just technologically savvy. They must also be adaptable to change. Here are some additional considerations:

• Basic knowledge of coding and programming languages is advantageous in many industries. Understanding the underlying mechanics of the software and systems they use can help employees troubleshoot problems and devise innovative solutions.
• Security is paramount in technology. Employees must follow best practices to safeguard their devices, passwords, and online accounts to ensure the protection of sensitive data.
• The prevalence of remote work necessitates employees' proficiency in using virtual meeting platforms, project management software, and other cloud-based tools to communicate and collaborate effectively.
• Technology can automate tedious and time-consuming tasks, freeing up employees to work on more valuable activities, which can increase job satisfaction and motivation.
• As artificial intelligence becomes more prevalent, employees must comprehend how it can be used to augment and not replace their work. Collaborating with AI applications can help employees leverage its capabilities to gain insights and make data-driven decisions.
• In addition to social media, employees can use online forums, webinars, and other digital platforms to engage with communities of like-minded professionals. These platforms offer valuable opportunities for learning, mentorship, and career advancement.

To remain competitive in the modern workforce, employees must prioritize technological proficiency. By staying current with industry trends and tools, individuals can boost their skillsets, increase efficiency, and ultimately contribute to the success of their respective organizations.

Integrating technology into daily workflows can have a significant impact on employees' productivity and effectiveness. It facilitates better organization, communication, and collaboration, ultimately leading to improved outcomes. In conclusion, it's vital for all employees to embrace technology and harness its potential as a tool for success in the workplace.

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by Teguh Yoga Raksa 
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HR Leaders Key Responsibilities – Digital Transformation

 

"Digital transformation is not about technology at all. It is about people." - Josh Bersin

In today's fast-paced digital world, it is imperative for HR leaders to take charge and lead the digital transformation journey in their organizations. The HR leaders play a crucial role in spearheading the transformation and helping their employees adapt to the new digital age. Here are some key responsibilities that HR leaders need to take up to ensure a seamless digital transformation:

Firstly, HR leaders must change employee mindsets on technology. They need to create awareness amongst employees about the benefits of technology and how it can make their work easier and more efficient. Employees must understand that technology is not a threat to their jobs but an aid that can help them perform better.

Secondly, HR leaders must develop technology-savvy employees. This means providing training and upskilling opportunities to employees to help them become proficient in using the latest technology. HR leaders can also foster a culture of continuous learning and development to ensure that employees stay updated with the latest technological advancements.

Thirdly, HR leaders must make technology-savvy skills a core competency for all employees. This means incorporating technology skills into job descriptions and making it a part of the performance evaluation process. HR leaders can also encourage employees to showcase their technology skills and recognize and reward those who excel in this area.

Fourthly, HR leaders must promote a new way of working where both people and technology act as enablers. This means creating a work environment where employees can leverage technology to enhance their productivity and performance. HR leaders can also encourage collaboration between employees and technology to drive innovation and creativity.

Finally, HR leaders must foster a new culture that embraces digital transformation. This means creating a culture of openness, transparency, and collaboration, where employees are encouraged to share their ideas and feedback on how technology can be used to improve their work. HR leaders can also lead by example by embracing digital tools and technologies in their own work and encouraging others to do the same.

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A glance of HR Digital Transformation

 

There is no alternative to digital transformation. Visionary companies will carve out new strategic options for themselves — those that don’t adapt will fail. (Jeff Bezos) 

Digital Transformation is the process of using digital technologies to change the way a business operates and delivers value to its customers. There are several steps involved in digital transformation, and they are as follows:

1. Standardize: The first step in digital transformation is to standardize processes across the organization. This involves identifying common processes and procedures and streamlining them to make them more efficient.
2. Simplification: The next step is to simplify processes and procedures. This involves removing unnecessary steps and reducing the complexity of processes to make them more user-friendly.
3. Digitization: The third step is to digitize processes and procedures. This involves using digital technologies to automate processes and make them more efficient.
4. Digitalization: The fourth step is to fully embrace digital technologies to transform the business. This involves using data analytics, artificial intelligence, and other digital technologies to create new business models and deliver new products and services.

To do digital transformation, organizations need to have a clear vision and strategy, as well as strong leadership and a culture that is open to change. It is also important to have the right people, processes, and technologies in place to support the transformation. With the right approach, digital transformation can help organizations stay competitive and thrive in the digital age.

Overall, the objectives of HR digital transformation are to create a more efficient, productive, and engaged workforce, while also enabling HR to become more strategic and data-driven in its decision-making. This can help organizations to attract, retain, and develop the best talent, while also driving business success and growth.

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