The document discusses how digital transformation is impacting various industries including HR. It notes that while new technologies can speed up decision making and processes, many teams struggle with adoption due to lack of awareness or prioritization of new tools. The document advocates automating repetitive HR tasks using software to free up time and resources to focus on strategic priorities like employee engagement and retention. It provides 26 reasons for HR departments to pursue automation, such as dealing with increasing workloads and targets, spending too much time on repetitive tasks, and lacking insights needed for effective workforce management.

1. The 26 issues(A-Z) hindering HR Transformation
Digital Transformation has become such an integral part of our everyday work. Any vertical (IT,
BFSI, Manufacturing,etc) or horizontal(Mktg,IT,Finance or HR).
There is always inertia to use tools which take away or repetitive daily work so whether it
MarTech or FinTech and more recently #HRTech not using the new advances in technology and
data and analytics to speed up decision making and effective agile processes. We are seeing
teams struggling with their work because they are either unaware of the technology available
or are too pre occupied to adopt new technology. This causes further gaps in adopting new
technology.
Automation is slowing seeping into every aspect of corporate lives, the faster we adopt them,
the quicker we master it. There are a variety of software products available in the market that
makes your job (life) easy. Be it for HR or recruitment function or sales and marketing,
technology has managed to seep into these functions and has made operations more
transparent and easy to monitor.
“Stop working in isolation , the value of the knowledge based/skilled worker, the value of our
understanding of what drives human productivity in a large or small workforce especially in HR
is the key catalyst to a successful Organisation."
HR automation software products are designed to automate your recurring activities with smart
logic to meet the defined business and recruitment goals.
As the business grows, so does the need for HR activities to constantly abreast new
requirement in IT, Sales,Operations,Finance has never been so dynamic.

2. There are new job roles coming up daily! Eg. …. To name a few
It is challenging to meet the needs with limited people and budget, but trust me it is not
difficult; if you plan and choose the right tools and resources - it works like magic. Here are 26
reasons why you should go for HR automation
1. Organisation is growing - The company is growing at a fast speed which is good news,
right! Increase in revenues and no. of employees means business expansion and more
job opportunities. It also means that you need to work more harder to meet the
aggressive HR goals.
2. TA targets are increasing - To meet the growing demand of targets, you need to work
day in and day out, spend extra hours on planning , working on multi channels and
executing all the plans for teams in synchronous manner.
3. Struggling to do away repetitive operational tasks - With the increase in TA, your HR
teams may not be able to produce in the given timeframe high quality and good
quantum of work. And each work you outsource is putting big holes in your TA budget
which could have been spent internal L&D training and all other employee retention
campaigns.
4. Spending more time on the same task at multiple levels - You become a machine doing
these tasks. Taking a toll on the key HR personnel – affecting their quality time to be
spent on employee engagement/knowing and predicting workforce needs wants and all
the important business KRA’s.
5. No time to think out of the box - You hardly get time to think of some creative solutions
or ideas to improve systems using technology. No time = No output = NO results
6. Lost track of your employee engagement - If you already have a HCM tool, it will be lots
of data about your workforce, the point is dumb data does not help you guide in your
engagement while it takes analytics to do the understanding & insights, later predicting
your micro and macro actions in retaining and acquiring new talents.
7. The Present Dumb Pipeline of Data . It must be said in no unclear terms that use of
analytics is the only way forward and there is huge difference between MIS and
Actionable Intelligence based on Analytics. The present system leaves you with no
effective learnings/insights to refer or react quickly to the data (if there is quality data).
Thereby monitor & benchmark the effectiveness of your HR based on each and every
KRA.
If this is your story to from #hrtransformation point of view, it has been simplified to be as
thought provoking as it should be. There is a need to be a bird’s eyeview at the key areas in HR
processes to keep end in mind and detach from easy repetitive tasks.

3. Evaluate the products that aid in improving your existing processes rather than follow the herd
mentality of using those available in the market which may not suit your need or budget.
CVViZ has made a compelling business case with many such organizations (Global Players and
Indian Companies) who truly believe in digital transformation starts with people + processes
and have presently made a more capable HR management team.
“We have the attitudes, skills, knowledge, and experience to create opportunities for ourselves
and for our businesses to change the world around us.”—Unilever CHRO Leena Nair
End of Part 1 of the 4 part series on 26 issues hindering HR Transformation.