Creating A Digital Capacity Framework Post-Coronavirus

The Coronavirus crisis has forced companies to address new and evolved concerns that require refined talent, expertise and skills. It is due to this reason that companies must focus on the importance of building digital capabilities especially after a crisis. Building capabilities can be a difficult feat as it is a multi-layer process including competencies, digital tools, and resources. However, by keeping a few strategies in mind, it can be efficient and effortless.

The first step is to remember that several businesses are moving to digital alternatives compared to in-person activities, especially after the Coronavirus crisis. This requires both Company Media, IT and ICT systems as well as staff to be well versed in digital literacy and etiquette. A focus on a cloud system that can be access through various platforms, and allows all employees to access, connect, upload, and share information. New software, devices and applications that are up to date, coupled with solutions in case of failure or if a problem occurs is also necessary for building digital capability. These must address the necessities of several other digital practices such as creation, data research, communication, collaboration, participation, identity management etc. Building digital capabilities is a broad process and is not limited to merely the above-mentioned criteria. Therefore, it is integral that with time, digital capabilities are continually updated. However, Human Resources must be prudent and analytical when implementing new digital practices as many could be redundant and unnecessary for the company.

Even if a company is equipped with the best digital tools it will not be efficient if the employees fail to utilise them proficiently. Therefore, Human Resources must remember the added responsibility of training and evaluating the employees before, and after the additions to see which employees need coaching/training, and who has improved the most after implementation. They also must receive training and guidance on how to act during digital engagements, an understanding of how it affects people’s perception of them and why it is important. Without an understanding of the importance of keeping up with digital trends, employees will not be forced to educate themselves. Therefore, this must be instilled by the Human Resources by showing statistics, case studies, and real-life experiences. By the end of it, most employees must have a basic knowledge in manoeuvring through digital platforms, tools, information processing, alternatives, data collection, research, and E-learning systems.

Lastly, it is necessary to remember that understanding the importance of building digital capabilities is community effort, so employees must take on the responsibility to help, and educate each-other to achieve the best results and make digital transformation possible.

References:

  1. Three Key Areas For Building A Road Map To Digital Maturity And Capability, May 6, 2019, Forbes.