{"id":880,"date":"2023-02-15T09:53:55","date_gmt":"2023-02-15T14:53:55","guid":{"rendered":"https:\/\/www.sigmia.com\/az-glossary-hr-digitization\/"},"modified":"2026-09-09T22:41:21","modified_gmt":"2026-09-10T02:41:21","slug":"az-glossary-hr-digitization","status":"publish","type":"post","link":"https:\/\/www.sigmia.com\/en-ca\/az-glossary-hr-digitization\/","title":{"rendered":"A Short A-z Glossary of HR Digitization"},"content":{"rendered":"\t\t
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A: Automation<\/h2>\n

Automation is a key step in any HR digitization effort. It frees HR managers from a range of administrative, repetitive, time-consuming tasks, boosting their productivity and letting them focus on their core work.<\/p>\n

With automation in place, HR teams can dedicate more time to talent management itself. HR managers get to focus on higher-value strategic questions \u2014 employee engagement, for instance.<\/p>\n

C: Cloud<\/h2>\n

HR digitization only works with the right tools. Choosing an HRIS comes down to a number of criteria, but one matters more than most: being able to access your HR software from anywhere, at any time. Today’s work arrangements lean heavily on flexibility, so having constant access to your HRIS isn’t optional. That’s exactly what cloud-based software delivers \u2014 also known as SaaS.<\/p>\n

Companies that choose this kind of solution also appreciate being able to hand off the technical management of their HRIS to the software vendor (maintenance, updates, and so on).<\/p>\n

Read more:<\/b> Choosing an HRIS: 8 Technical Criteria to Evaluate<\/b><\/a><\/p>\n

D: Data<\/h2>\n

HR data is, by definition, personal data. For companies, securing that stored data can’t be separated from the broader HR digitization effort.<\/p>\n

On the technical side, a company needs to make sure its HRIS applies multiple layers of encryption, that its hosting provider holds recognized security certifications, and that the software vendor enforces a strong data security policy.<\/p>\n

Every HRIS user also needs to be aware of data security \u2014 the goal being to prevent theft or leaks of HR information, which could carry serious (including legal) consequences for the company.<\/p>\n

E: Employer Brand<\/h2>\n

Employees and candidates alike pay close attention to how a company runs day to day \u2014 especially the quality, smoothness, and speed of its HR processes. A digital pay stub, submitting and tracking leave requests remotely at any time: these are now considered standard, not a bonus.<\/p>\n

HR digitization has become a genuine differentiator in building an attractive employer brand.<\/p>\n

Read more:<\/b> Strategies and Key Metrics to Measure Your Employer Brand<\/b><\/a><\/p>\n

F: Formation (Training)<\/h2>\n

Training sits at the crossroads of a company’s needs and what employees and managers want. Training management is another function that benefits from digitization. A few of the gains:<\/p>\n