Digitising key HR processes


Digital solutions facilitate the most important key HR processes and contribute to optimal staff employability in an agile organisation. 


Why consider it?

The way in which we organise 'work' is changing at a very fast pace, not just because the legal context is evolving but certainly also because rapid technological developments, mobility problems and the limited availability of certain profiles are putting the organisation of labour under pressure, forcing it to become agile. Digital solutions help to meet these challenges at different levels.

  • During the recruitment process, social media is increasingly replacing conventional media in the search for suitable candidates. Consequently, it is important to have a good overview of your own employer brand and let your employees be ambassadors of that employer brand within their networks, whether on the basis of a content plan or not. Moreover, recruiters are increasingly supported by smart, digital matchmakers that bring together the supply and demand of candidates and employers in intelligent and often creative ways.  
  • In a tight labour market, personal development and team complementarity are key concepts. Learning pathways and the formation of efficient and complimentary teams are becoming crucial. Digital tools help to objectively assess your candidates' skills and identify the abilities of your entire workforce so that capacity planning becomes clear for both daily operations and future-oriented strategies.
  • Blended learning pathways enable users to learn when and how they want depending on their skills and the course companies will take in the future. Employees learn individually or rather in a digital community with interactions and constant feedback, where they are encouraged to share knowledge and experiences with colleagues.
  • Digitally sharing knowledge becomes even more vital when employees do not (always) work together in the same place. Social technologies help employees to connect with each other.
  • The performance of employees is no longer assessed one-dimensionally. It is becoming more and more common to measure team performance, and tools are provided so that colleagues, customers and suppliers can also express their appreciation of or concerns about performance. Additionally, more attention is given to making performance constantly visible through clear, shared indicators.

What does it involve?

The last few years have seen an explosion of HR tools, varying from point solutions addressing very specific challenges, to more holistic tool suites, integrating different aspects. Tools can simplify and enhance processes as diverse as e-recruitment & onboarding, digital administration, learning & development, digital teams & organisations and HR analytics. When digitising HR processes, you need to choose carefully between these tools, most often combining different applications to cover all your needs.

However, before you digitise your company, it is essential that a number of basic elements and structures are already in place:

  • A clear employer brand: outline the company's strengths and give employees time and guidelines so they can act as ambassadors and promote this brand within their social networks.
  • A clear and realistic picture of key skills, including new digital skills: not all companies translate their strategy into the skills needed to achieve it. Furthermore, it must be evident which skills the company already has and how skills can be learnt. Once you have all these ingredients, you can start working on e.g. automated matching, optimal learning pathways and project-based capacity planning.
  • Employees expect increasing transparency and communication. This also includes objective measurement methods. Skills and performance are often measured by gut feelings. To measure and share them properly, the measurement methods must be transparent and understood by everyone in the same way.
  • A connected workforce policy: the workplace is anywhere and everywhere. Therefore, employees must be fully digitally connected with each other and with the central organisation. However, make sure you also enable employees to disconnect.

Further information

In order to help you find the solution best fit for your needs, an overview of the offering of member companies of Agoria has been created based on 5 HR processes. You will find for each member: contact information, areas of expertise, type of product and service offering and main target market. Download pdf Digitizing HR Processes

Agoria offers inspiration sessions or individual consultations where it suggests good practices, action plans and methods that suit your company. It also provides training courses on employer branding.


Contact person Agoria: benjamin.minard@agoria.be