How can HR utilize the digital transformation as a strategic resource? From HR directors, to managers and consultants, this challenge is at the heart of the new HR certificate launched by Grenoble Ecole de Management.
The digital transformation is leading to new individual and organizational approaches that foster change. However, to capitalize on this, one must properly understand the intricacies of digital HR tools. The new HR certificate on the digital transformation helps solidify the link between the digital transformation and HR operations.
The certificate aims to provide participants with knowledge and practical skills related to the digital environment in companies. The program will be launched on Feb. 13. It includes 15 days of training (3 per month) spread over five months. It offers HR professionals a recognized certificate that covers three objectives:
- Adapt HR practices to take into account the digital habits of employees
- Create and implement a digital HR strategy
- Lead or support a company’s digital transformation
From design to delivery, the program relies on the research work carried out by the Chair for Talent and the Digital Transformation. It’s also associated with the MSc International Human Ressources Management.
Hands on, collaborative learning
The HR certificate stands out thanks to its innovative approach to education. It combines in-class training with collaborative projects.
“Throughout the program, participants work on case studies drawn from the participants’ work environment. They receive training from GEM professors, who are experts on digital tech, and HR professionals, who are experts on artificial intelligence, business social networks and employer branding,” explains Larisa Ribot, head of the HR Certificate on Digital Transformation. “The goal is to acquire agility that will enable HR managers and directors to become players in the digital transformation of their company.”
Seven skill modules for a comprehensive learning experience
“The program first offers an overview of the digital revolution and its stakes. This helps HR professionals be more efficient in training their colleagues on the subject of digital changes,” says Larisa.
The second step is to design and implement a digital HR strategy. This means: defining, analyzing and constructing a strategy based on the company’s data; ensuring the employee is at the center of the strategy; implementing a company social network to foster internal communities and the exchange of best practices; and finally, set up and grow an HR information system.
The third step is to build a training program that matches the evolution of learning using new tools (MOOCs, Spoc, serious games, etc.).
The fourth step is to design an employer brand in synergy with the company’s values and then follow up with the creation of a successful strategy.
The fifth step is to attract and keep high potential talent. This means knowing how to recruit via social networks and digital tools, how to manage talent in high-demand sectors, and how to implement new management models.
The sixth step is to initiate an organizational transformation that rethinks HR policies in relation to the digital transformation, thereby encouraging new individual and organizational approaches. It’s also the opportunity to mitigate the negative impacts of digital overload.
The seventh step is to implement data protection, evaluate risks and manage an e-reputation, and protect intellectual property.
Participant evaluation will be based on work carried out during a collaborative project and the participants presentation in front of a jury of professionals. A second edition of the certificate will be launched in Paris in 2020.