Digitization is a process of change that affects the whole Companys regards. Although the control is carried out by the management, but also IT, Employees and HR have to keep up. This steps must take place specifically in the company for the digital transformation to succeed.

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1. Executives with a key role in digitization

Management is responsible for Strategy and Set, advocating the relevance and the necessary resources. In all areas affected by digitization, the Executives in the Implementation and often the main responsibility in day-to-day business, above all for the acceptance and committed participation of their employees.

Executives in larger companies with ambitious digitization projects involving the entire company are supported by a chief Digital officers. Depending on the situation, IT and (groups of) experts also assume certain responsibilities in technical matters and implementation.

2. IT and Chief Digital Officer brings the change to technology

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Depending on the size of the company and the scope of activities, a Chief Digital Officer can also be appointed to advance, organize, implement and coordinate the strategy for digital change. This should with far-reaching Competencies, Tasks and responsibility and, whenever possible, at senior management level.

In addition to technological know-how and a holistic Business-Understanding especially a good one Change be manager. However, a good CDO must always be a good change manager with strong social skills. In smaller companies, however, the role of a CDO can also be assumed by the managing director or IT manager.

3. Employees are also responsible for digital transformation

Employees also ultimately assume responsibility, namely to shape the opportunities and challenges of digitization with a positive and constructive mindset. The responsibility for digitization can not be attached to a person.

Also, the tendency of executives, unfortunately many in many places, to simply rout them to IT or experts, is not effective. This signals to employees that digitization is a rather annoying matter and does not matter.

4. The HR has to empower employees for the digital transformation

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The HR has a particularly important task and responsibility to support managers and advise management, for example in the qualification of employees, the integration of digitization in management development, ensuring and Organization of Communication and the Motivation the employees for positive participation.

The responsibility of HR is a one-stop solution, essentially empowering executives and employees for the digital transformation and actively shaping it at all levels.

5. Human resources with a dual role in the digital transformation

HR has the not easy double role, digitization on the one hand with itself in instruments and processes like that Recruiting and on the other hand to support and accompany managers and employees in the digital change process.

The fact that we ourselves are affected by digitization is a great advantage for the development of competences from our own and current practice and the opportunity to benefit from our own experiences and pass them on.

6. The corporate culture is crucial

From central Significance is the corporate culture: It is either a brake that can hardly be overcome or accelerates the digital one Transformation with the spirit of innovation anchored in the corporate culture.

Agile, open, employee-oriented, eager to learn and communication-active corporate cultures create particularly good prerequisites for successful digitization. So it is crucial to everyone clear and to make people aware that everyone is ultimately responsible for success.

Conclusion: Here is still a concrete answer

So who takes responsibility in the change process? To answer this question conclusively and concretely:

In many cases, the transfer of overall responsibility to a Chief Digital Officer at senior management level with the broadest possible competences, with well-defined managerial responsibilities in their digitization-related areas and equally well-defined HR responsibility for HR design and support, is likely to be a good path.


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9783965965409

 9783965962460

 9783965961487

 9783965963542

 9783965963726

 9783965961562

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