ReimagineHR: 6 Shifts in the Digital Age and Their Implications for HR

ReimagineHR: 6 Shifts in the Digital Age and Their Implications for HR

At our ReimagineHR summit in London on Thursday, CEB (now Gartner) Principal Executive Advisor Clare Moncrieff led a session on creating a common vision of digitalization for the business and HR. After examining hundreds of trends, our research councils serving chief HR officers and chief information officers have identified six deep shifts in the business environment that will result from digitalization. These shifts should act as the framework for heads of HR to:

  • Ensure talent conversations with the line are grounded in business context
  • Identify the current talent implications of these shifts, project future implications, and partner with the line and C-suite peers to prioritize and respond to each
  • Improve their teams’ business acumen (to underscore the importance of this, 58 percent of HR business partners indicated in one of our surveys that building business acumen was their top development goal in 2017)

(The case studies we link to below are available exclusively to CEB Corporate Leadership Council members)

1) Demand Grows More Personal

As customers seek personalized products that align with their preferences and values as individuals (rather than as segments), companies will rely on digital channels and digital innovations in logistics and customer service to achieve personalization at scale. Customers will continue to expect lower-effort, nonintrusive service.

This could, for example, affect how HR functions look for new talent. Attraction of critical talent now requires differentiated, customized branding and career coaching. Candidates will demand a more effortless, personalized application experience. AT&T approached this shift by creating a more personalized “Experience Weekend” to show the innovation of its brand to campus candidates and make top talent more likely to accept job offers.

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