The expectations placed on human resource functions have changed. Employees expect to apply for leave, view payslips and update their details from a phone. Managers want quick answers on headcount and turnover. Leaders look to HR for evidence on workforce cost and capability. A department that still relies on paper files and personal spreadsheets cannot meet these demands, and it exposes the organisation to errors and data protection breaches.

This programme covers the digital transformation of HR in a practical sequence. Participants start with process mapping and prioritisation, learning how to identify which activities are worth automating and which need redesign first. They then examine the main categories of HR technology, how to write requirements, evaluate vendors and manage implementation, data migration and change.

A substantial part of the week is spent building. Using accessible automation tools, participants create approval flows, document generation, reminders and simple integrations, and see where more advanced automation or AI fits. The programme also addresses the ethical and legal side: employee data privacy, algorithmic fairness, retention of records and transparency with staff. Participants finish with a mapped process, a working prototype, a measurement plan and a roadmap for their own HR function.

By the end of the course, participants will be able to:

• Map and analyse HR processes to identify bottlenecks, risks and candidates for automation.
• Compare HRIS, applicant tracking, learning and performance systems against defined requirements.
• Prepare a business case that sets out costs, benefits and risks of HR digitisation.
• Build workflow automations such as onboarding checklists, e-forms and approval chains.
• Use people data and dashboards to report on headcount, turnover, time to hire and absence.
• Evaluate the uses and limits of chatbots and generative AI in HR work.
• Apply data protection, confidentiality and fairness principles to digital HR practice.

The course is designed for people who run or support HR operations and want to modernise them, including:

• HR managers and HR officers
• HR business partners
• Payroll, benefits and compensation staff
• Talent acquisition and recruitment specialists
• Learning and development coordinators
• HR information system administrators and IT support staff
• Administration managers and shared services staff
• Business owners and managers who handle HR without a dedicated team

Participants take away:

• A current-state and future-state process map for one core HR process.
• A working prototype automation, such as a leave approval or onboarding flow.
• A vendor evaluation scorecard and requirements template for HR systems.
• A set of people metrics with definitions and a draft HR dashboard.
• A checklist for protecting employee data in digital systems.
• A phased digital HR roadmap with owners, quick wins and measures of success.

Sessions blend HR practice with hands-on technology work so that tools are never taught in isolation:

• Process mapping workshops using participants' own HR procedures
• Guided building of forms, flows and reports with accessible no-code tools
• Demonstrations of leading HRIS and recruitment platforms
• Scenario discussions on privacy, fairness and change resistance
• Structured feedback on the roadmap each participant presents

On finishing all sessions and the automation and roadmap exercises, participants are awarded a CPD-accredited Certificate of Completion by Vision Reach Global Consultancy, recognising their professional development in HR technology.