Business Consultant

The transition from an arbitration model to a model based on digital transformation requires organizations to reconsider their hiring and training practices in order to build a digital workforce that can help ensure a smooth transition.  Our article examines the impact of digital transformation on people strategy. 1. Digital Transformation Must Be Embedded in Job Descriptions In the digital transformation process , there are three phases, each requiring a different type of talent. A pre-phase job requires risk-takers and entrepreneurs, while post-phase jobs demand people with project management skills. To manage a digitally transformed organization, it is necessary to identify the new skills needed. During the pre-phase, for example, all processes are driven by humans. Post-processing may be conducted partly by humans, while artificial intelligence (AI) performs the remaining 50 percent. Post-phase supervisors need the skills necessary to supervise a team of humans and bots.  To facili

Business professionals can pretty easily justify implementing their digital transformations today. A better work/buy-from-home strategy allows for both better productivity and cost savings, not to mention the COVID-19 crisis and the forced arrangements that follow. Changing your wireless network security or ditching your printer isn't enough to make this shift. Getting the entire business on board with the change, helping everyone develop the new capabilities they'll require, and understanding how it will affect the company's culture and structure will be a challenge. As a result, the digital transformation process can only be successful if people are prioritized. Digital Adoption as a Catalyst Leaders understood that the shift toward digitalization would be inevitable before the pandemic, so they made plans for it. They weren't universal, however. The budgets and paces of each business were based on industry and company demands, and, in many cases, a progressive appro