Attributes of a Digital HR Leader – Part 1

During today’s era of technological revolution, the goals of HR leaders have remained the same: to attract, grow, develop, reward, and retain the talent needed to achieve organizational goals. It’s a challenge for HR managers to bring new skills and capabilities to meet the requirements of a digital & technically dynamic business environment.


During this prime digital age of knowledge and information, technology will automate whatever can be automated, but will not touch the scope of human creativity and innovation. According to recent studies conducted on top organizations, the organizations are finding it more difficult comparatively to lay hands on the quality of talent they require. More research shows that organizations approaching the recruitment process strategically are  achieving better results.

HR leaders will therefore need to bring a unique strategic policy to the challenges of the employees of their organization.

  1. Inquisitiveness& quick-learning

At present technologic change and innovation is growing at the pace of light, the solutions that work at present, might not work in the future. HR leaders have to be curious about their roles, analyze trends that can be a cause of challenges or opportunities, and actively enquiring, investigating and constantly growing. In an increasingly fast moving culture, those who are active, curious and quick to learn will gain an edge.

  1. Risk Taking

HR leaders are have often been considered as less risk takers. This cautious approach will not work for HR leaders well in a culture where safe, known solutions are not likely to be found, and if they are any, they will be used by everyone else, and will fail to give you any competitive edge.

  1. Enable not Control

HR leaders who focus less on the control issues , and more on the facilities and opportunities the technology provides will better serve their organizations.
You need to make strong authentic online collaborative effort and feedback and review mechanism inside your organization. This will give you some considerable benefits rather than trying to controlling your employees to not to use social media as a measure of cost cutting.

  1. Future Oriented Focus

In the current fast paced digital world, those HR leaders who are future focused will be best prepared to meet the  challenges. Setting up relationships with key talent long before vacancies are open can be good strategy. Talents can be managed and relationships can be fostered with potential candidates, and some investment can be made in potential candidates to make them more enthusiastic about the organization.

HR leaders will have to play a key role in identifying future opportunities, in assessing probable future strategies of  competitors. To nurture this sort of future focus, HR leaders will have to cultivate and maintain good networks to spot which future trends are the most important.


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