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Nyheder
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Opdateret d. 17. marts 2021
HR skal påtage sig et stort ansvar i forbindelse med organisationens digitaliseringsrejse, fordi medarbejderoplevelsen er central for succesfuld digitalisering. Den gode medarbejderoplevelse kan dog ikke skabes uden en strømlinet it-oplevelse.
Produkter og services af højere kvalitet, mere produktive medarbejdere, driftsmæssig effektivitet og besparelser over hele linjen. Det er blot nogle af grundene til, at digitalisering er øverst på dagsordenen i bestyrelseslokaler og på ledelsesgange i dag.
En vigtig del af digitaliseringen er dog også transformationen af arbejdspladsen, og den får desværre ikke lige så stor opmærksomhed som ovennævnte gevinster. Men gevinsterne kan faktisk ikke realiseres uden at tage et grundigt kig på kulturen, arbejdsprocesserne og medarbejdernes dagligdag.
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Det er her, HR-afdelingen kommer ind i billedet.
Digitalisering betyder nye ansvarsområder til HR
Digitalisering har ændret den måde, som virksomheder arbejder på – men også de ansattes arbejdsprocesser. Det kan skabe store udfordringer for både HR og virksomhedsledelsen, når medarbejderne gradvist efterspørger mere fleksible arbejdsformer og bedre muligheder for at kunne samarbejde via teknologi.
Læs også > Tæt samarbejde mellem HR og IT lægger fundamentet for HusCompagniets fremtid
Samtidig bliver flere og flere HR-processer også digitaliseret, hvilket kræver, at organisationen skal blive endnu bedre til at definere HR’s rolle og funktioner. Med det sagt er der stadig et stort digitaliserings- og automatiseringspotentiale at finde i HR. Et potentiale, der ikke blot vil give HR mere tid til forretningsudviklende kerneopgaver, men også øge afdelingens indflydelse på tværs af virksomheden markant.
Et fokusområde for HR er medarbejderoplevelsen. En god medarbejderoplevelse øger produktiviteten, skærper arbejdsglæden og mindsker medarbejderfrafaldet. Dét er centrale parametre i større digitaliseringsprojekter.
Der er en tydelig tendens til, at HR nu i langt højere grad end tidligere sidder med ved bordet – og nogle gange endda for enden af bordet – når nye it-indkøb skal vælges. Derfor skal HR gribe ansvaret og bidrage til at transformere organisationen til en digital arbejdsplads – og dermed lægge strategien for, hvordan organisationen kan designe et arbejdsmiljø, der styrker medarbejderoplevelsen med hjælp fra moderne it-værktøjer.
En god medarbejderoplevelse kræver god digital adgangsstyring
Digitalisering hænger tæt sammen med automatisering af arbejdsprocesser, men det behøver ikke resultere i skrækscenariet, hvor mennesker mister deres job til maskiner. I langt de fleste tilfælde betyder automatisering af processer og opgaver, at medarbejderne får mere tid til meningsfulde arbejdsopgaver.
Den gode medarbejderoplevelse hænger tæt sammen med it-oplevelsen. Den skal være glat og strømlinet, så medarbejderne kan passe deres arbejde – alle steder og til alle tider. Og det er svært at realisere uden en strategi (tilsat de rette hjælpemidler) for digital adgangsstyring.
Digital adgangsstyring handler ikke kun om at oprette og vedligeholde adgange til organisationens it-systemer. Kernen i disciplinen er at sikre medarbejdernes produktivitet fra det øjeblik, de træder ind på arbejdspladsen, fordi de med det samme har adgang til de applikationer, der kan hjælpe deres arbejdsdag med at glide så glat som overhovedet muligt. Det øger både organisationens samlede effektivitet, og øger den enkelte medarbejders arbejdstilfredshed.
Vi har skrevet en e-bog om, hvordan HR ved at spille en mere aktiv rolle i digitaliseringen af virksomheden kan medvirke til at forbedre medarbejderoplevelsen og booste organisationens digitale potentiale markant. Hent den ved at klikke på banneret neden for.
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Boost organisationens digitiale potentiale
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5 grunde til, at HR skal spille en større rolle i digital transformation.
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