Digital HR Transformation Course




Digital technology and digital business are the most powerful forces impacting the way people work in organisations currently. These forces inform the way we organise and manage people working for the business and therefore they also need to inform the way we organise HR. To respond to these needs effectively, proactive HR teams and practitioners will want to understand what all these changes will involve.

The course will therefore review the digital technologies which are currently available or are likely to impact business over the next 10 years as well as the increased use of data and analytics it enables. The training will also cover the different ways in which businesses are taking advantage of these new devices, systems and platforms in order to get closer to customers, develop new business models and broader ecosystems and to become more agile.

This provides a basis to review the ways in which the work companies need to do, and the workforces available to do it are both changing, as well as how companies are seeking to organise and manage these people to get work done. This will often mean changing organization models and innovating HR processes, using digital technologies, data and analytics to get closer to employees and develop more agile approaches within HR.

Lastly, HR will often need to transform itself and the session will therefore finish by exploring the possible shape of the HR group in a digital business as well as new digital ways to transform.

Learning Outcomes

Participants will gain a detailed understanding of the following topics:

  • Have reviewed new digital technologies and changes in different businesses as they have gone digital
  • Have reviewed changes in the workforce, in South Africa and elsewhere, as they take advantage of digital technologies too, e.g. the rise of gig working
  • Have considered likely impacts on their own businesses and organisations, including innovation in their HR processes
  • Have reviewed the opportunities for modern organization forms using Jon Ingham’s Orientation Motivation Matrix
  • Have reviewed the likely consequences on their own HR group using Jon Ingham’s ‘Beyond Ulrich’ model
  • Have developed and prioritised actions to take back in their own companies.



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