Stop drowning in paperwork and embrace digital change
Many employees will embrace such change, but this will also create anxieties for others who fear technology could take over their roles. The fact is, that this change is happening and this will continue in the coming years. There’s a huge variety of software solutions and systems on offer and these can eliminate the mundane, administrative and tactical tasks of any business, enabling employees to concentrate on strategy and the bigger picture. This will result in improved efficiency, cost savings and ultimately growth.
Local Authorities are under continuing pressure to cut spending but offer the same level of service with fewer HR resources and a consequence, this puts increasing pressure on all members of staff within an organisation. It’s no surprise that HR & OD managers are finding it more and more difficult to manage organisational change when drowning in spreadsheets and paperwork or relying on legacy systems or no systems at all.
These older systems are enhanced to provide a better look and feel but the underlying structure relies on older code which is hard if not impossible to change. This means OD and HR Managers/Directors have little or no opportunity when it comes to improving their HR systems as costs are just too prohibitive. This invariably means these are renewed year after year and this reluctance to change has the potential to strangle innovation.
Those organisations which don’t move ahead with the times, especially when it comes to technology, legislation and process improvements/efficiencies will fall behind. In fact, possibly the only inevitability is that organisations need to reinvent the way they’re working.
Business transformation and digital transformation are no longer buzz words as more and more public sector organisations need to be able to ‘transform’ the way they work quickly and easily to ensure efficiencies are realised immediately.
Digital transformation sounds simple doesn’t it: ‘Embracing digital technologies to enable innovation and radically improve performance.’ However, for a local council for example, this is a huge project and change in culture and the whole way of working; It’s a fundamental redesign of services.
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