The Strategy-Based HR That You Need to Achieve DX

Companies are aiming to achieve DX that creates value through business transformation, business reform and organizational transformation, rather than digitalization of operations and improvement of efficiency. 

But at this moment, we hear voices such as 
"We have been using and customizing the system for each department for many years, and we cannot use company-wide data" and 
"As a result of developing the system from a short-term perspective, long-term maintenance and operation costs are high." 
 

If you cannot solve these problems, not only would DX not be achieved, but it would also cause great economic losses in the future.  

Therefore, as a foundation for DX: 
・ Each department would disassemble and restructure operations from a long-term perspective in line with management strategy.  
・ By using system data, it would be possible to respond to sudden policy changes.  
The above points are essential.  

This time, in order to solve the above problems in the HR department and build a foundation for DX achievement,  
We propose the plan "Strategy-Based HR Management."  
As a business strategy partner, Pasona Group provides a variety of services that use "people" and "digital" to carry out HR functions in strategy, and supports the creation of a foundation for DX achievement.  
  

Toward a More Strategy-Based HR Management 

Optimization/Improvement of “Management-Type HR”  
(Routine work such as clerical work related to recording personnel data and entering/exiting)  
↓  
Focus on “Strategy-Based HR” 
On this basis, we have organized key points from the two perspectives of "digital use" and "HR use."  
  

＜Improvement of Management-Type HR＞

• ① Use of HR 
  By implementing BPO and outsourcing services that use external HR, it is possible to visualize the current business flow, transfer operational functions to the outside company, and concentrate on core HR operations. This would allow you to focus on developing strategy-based HR.  

•  ②Digital Use  
  By implementing RPA in routine work and reviewing personnel-related systems, it would be possible to improve work efficiency and save labor. You can accelerate business improvement while improving business quality and optimizing costs.

<Business development through strategy-based HR>  

• ③ HR Use 
  What is necessary for business development is securing excellent human resources. It is effective to use not only the company’s own HR but also external HR. In addition, by using people who have the know-how and personal connections that the company lacks, it is possible to further contribute to the development of the company, and especially in the HR department, it is possible to build an evaluation system that matches the “new normal” and gain knowledge of working styles.  

• ④Digital Use 
  In order to develop new businesses and existing businesses while grasping changes in the market, it is necessary to have the HR management system that achieves strategic HR development and optimal allocation. By visualizing information using digital tools, it is possible to establish a highly accurate HR process and allocate staff in line with management strategies. In addition, by measuring engagement, we would achieve the retention of excellent employees.  

In order to achieve strategic human resources management, it is necessary to work on ① and ② business improvement and ③ and ④ business development in parallel. Pasona Group combines the experience of using high-quality HR, abundant BPO operation know-how, and services of each Pasona Group company, such as support for the implementation of RPA and digital tools, to support a wide range of initiatives for strategic human resources management.