The expectations placed on HR have shifted. Employees compare workplace systems with the apps they use daily, executives want workforce data they can act on, and every cost line is questioned. Organisations that digitise HR without a clear strategy often end up with expensive software, duplicated records and staff who work around the system. Those that choose well free their teams for advisory work and improve the employee experience.

The Strategy and Innovation in Digital HR & Process Automation Training Course starts with strategic questions: what the business needs from HR, how mature current processes are and which investments matter first. Participants then examine the technology landscape, from core HR information systems to recruitment, learning and performance tools, and learn how to map, simplify and automate workflows before buying anything. Sessions on analytics, artificial intelligence, data protection and ethics prepare participants to use automation responsibly.

The course is workshop-based. Participants map real processes from their own organisations, test automation logic with simple low-code tools, evaluate vendor proposals and prepare a business case. They leave with a digital HR roadmap and a change plan they can take to their leadership team.

On completion, participants will be able to:

• Develop a digital HR vision and strategy aligned with organisational priorities.
• Assess HR process maturity and identify candidates for simplification and automation.
• Evaluate HRIS, recruitment, learning and performance platforms against defined requirements.
• Map and redesign core people processes such as onboarding, leave, performance and exit.
• Apply workflow automation, robotic process automation and chatbots to repetitive HR tasks.
• Define people analytics measures and build a dashboard that supports decisions.
• Address data protection, bias and ethical concerns in automated HR decisions.
• Prepare a business case and change plan for an HR technology investment.

The course suits HR and people leaders responsible for shaping or delivering HR transformation, such as:

• HR directors and heads of human resources
• HR business partners and talent management leads
• People operations and shared services managers
• HRIS, payroll and HR systems administrators
• Learning and development managers
• Recruitment and employer branding managers
• Organisation development and transformation consultants
• Internal auditors and finance partners reviewing HR processes
• Heads of administration in NGOs, banks and public institutions

By the end of the programme, participants hold:

• A draft digital HR roadmap with priorities, timelines and owners.
• A process map and redesigned workflow for one of their own HR processes.
• A vendor evaluation scorecard to compare HR technology options.
• A starter list of people analytics measures and dashboard layout.
• A responsible-use checklist for automation, AI and employee data.
• A stakeholder and change communication plan for rolling out new tools.

Participants work on their own HR environment throughout. The learning approach combines:

• Strategy workshops that turn business priorities into HR technology choices
• Process mapping clinics using real onboarding, leave and recruitment steps
• Hands-on automation labs with accessible workflow tools
• Vendor demonstration reviews and scoring exercises
• Peer review of draft roadmaps and business cases

A CPD-accredited Certificate of Completion from Vision Reach Global Consultancy is issued to participants who attend the sessions and submit their completed roadmap exercises.