In a job’s market in a constant deeper transformation, HR Direction role is becoming more and more strategic in order to attract, manage and maintain talents; HR Direction is leading the companies’ digital transformation, but it has to transform its own processes and competences to adopt and to support the most the business requests. The 61% of Italian organizations previews, for 2016, a budget dedicated to new digital initiatives in Human Resources field, in particular in processes to evaluate staff performance (53% of cases), for training (51%) and for recruiting staff (51%).
The digital transformation invests in all company’s professions and function, that have more necessity of new roles and digital skills: the informations systems, the innovation, the research and development, the marketing-customer care, the organization- human resources and sales.
In particular, in 2016, it is projected the inclusion of new types of profiles, for example digital marketing manager, the professional figure that coordinates the digital marketing initiatives (are laid down in the 22% of the organizations), of social media recruiting specialist, that recruits staff through social media (20%), of social media manager, that handles social media communication (18%), of technology marketing officer, profile with competences both of marketing and of technology (16%), of digital workspace manager, that manages work’s space in a flexible way through the use of digital technologies (15%), of digital learning specialist, that has the task of project, manage and monitor routes and platforms to the digital training (13%).
Also the interest for new digital channels in training grows. Although the traditional training is still the most used, the 75% of the companies considers more relevant the Digital Learning, through the training videos, MOOC, webinar, community and social, app, simulation tools and interactive teaching, tutor online and technologies for the digital experience in the classroom, even if the budget granted are only the 12% of the complex cost in the context of training. Today the Digital Learning is mainly foreseen for the compulsory training or for the technical training and only in the 17% of the companies it has already been adopted in a pervasive and transverse way in the different types of training.