（2018年12月19日，/HRoot.com/）根據全球領先的信息技術研究與顧問諮詢公司高德納(Gartner)近日公佈的研究報告，人力資源數字化轉型是首席人力資源官的首要任務，因為商業領袖的目標是創造更高績效的員工隊伍。
高德納人力資源業務副總裁Brian Kropp表示:“首席執行官們希望通過人力資源職能推動數字化轉型，並在整個組織內增加創新。那些提高創新效率的組織，可以實現每年每位員工8,800美元的營收增長。”
高德納表示，人力資源和商業領袖都應該通過發展自己的員工來培養自己的數字化人才，同時也應該從企業外部招聘數字化人才。此外，他們必須通過建立基於網絡的創新文化來改變他們的公司，以實現數字創新。
為此，高德納提出了三個主要策略：
讓員工超越創意產生階段。讓員工更多地瞭解和掌握追求創意需要的方法，可以確保更多員工積極參與公司的創新。
將領導者心態轉變為共同承擔風險，而非個人承擔風險。人力資源部門應該幫助職能部門領導進行合作，以更深入地瞭解如何更好地利用數字化的風險和機會。
在利用網絡進行創新方面，為員工提供更多指導，而不是更多渠道。人力資源領導者可以通過思考創意如何超越正式架構在組織中傳播，以及如何讓員工超越正式架構進行合作，來獲得和保持動力，推動創意實施。
WORLD – DIGITALIZING HR IS THE TOP PRIORITY FOR CHIEF HR OFFICERS
(Dec.19, 2018, /staffingindustry.com/) Digitalizing HR is the top-priority initiative for chief HR officers as business leaders aim to create higher-performing workforces, according to research by Gartner announced Wednesday.
“CEOs are looking to the HR function to drive digital transformation efforts and increase innovation across the organization,” said Brian Kropp, group VP of Gartner’s HR practice. “The organizations that get it right and are able to improve their innovative effectiveness can increase annual revenue by as much as USD 8,800 per employee.”
HR and business leaders should both seek to grow their own digital talent by developing their own employees as well as hire digital talent from outside the organisation, according to Gartner. In addition, they must change their companies to allow digital innovation to occur by building a culture of network-based innovation.
To do this, Gartner suggests three main strategies:
“Involve employees beyond the idea-generation stage. Giving employees more visibility into and ownership of which ideas to pursue ensures more employees are actively engaged in innovation at their company.”
“Shift leadership mindset to shared, not individual, risk taking. HR should help functional leaders collaborate to gain a deeper understanding of how to take better digitally motivated risks and chances.”
“Supply employees with more guidance, not more access, on using networks to innovate. HR leaders can gain traction and maintain momentum by considering how ideas move through their organization and equipping employees with a new outlook of who to work with — beyond the formal structure — and how to push ideas forward.”
