Digital transformation will require HR transformation too
019 is looking to be another year of uncertainty — be it in politics, the economy, or global trade. Underpinning this geopolitical and macroeconomic volatility is the constant challenge organizations are facing today around the need for digital talent to transform their business and drive their organization results. Many organizations have already started to think about their digital strategy, and the impact on business issues including their products, their use of data and their customers’ experience. However, many organizations are less certain about how to manage the HR aspects of their digital transformation.
According to the results of the 2018 Artificial Intelligence and Digital Talent Compensation Survey, only 7% of organizations globally believe their HR function is fully prepared for the organizational changes required for digital transformation, while 13% of organizations feel completely unprepared. In order to be prepared, organizations need to understand how to attract and retain digital talent, the best way to get work done, and how to differentiate and modernize their compensation and rewards strategies.
Nine out of 10 organizations face challenges attracting and retaining digital talent
The 2018 Artificial Intelligence and Digital Talent Compensation Survey found that nine out of 10 organizations are facing issues with attracting and retaining digital talent. ‘Digital talent’ is not just a narrow set of technology or application development jobs, but any worker with the skills (e.g., artificial intelligence, big data, digital strategy, digital marketing) needed to support the digital transformation of an organization.
Without digital talent, an organization will struggle to successfully transform their business, especially if the HR teams aren’t on top of the issues (or don’t have enough data). According to the research, the three top challenges for digital transformation are difficulty in attracting the right digital talent, creating the right organizational model and lack of data insights to inform strategy.
To get work done, organizations must consider non-traditional work sources
Another key issue for organizations is the use of non-traditional work sources to fill critical skill gaps; today the most popular alternative work sources are free agents (71%), followed by automation (36%). Workplace automation is anything that