The HR technology market is exploding, with new entrants appearing on a daily basis. As digitization gathers traction, now is the time to improve your HR technological abilities. 

HR tools are a diverse set of technical solutions that assist organizations in managing their day-to-day HR functions. HR processes are complying, and manually completing them is inconvenient, time-consuming, and exhausting. HR technologies take advantage of automation to help HR professionals save time, decrease expenses, and manage their personnel more effectively.

However, choosing the correct HR tool is a time-consuming process that involves much planning and evaluation. Before making a decision, you must do the following.

  • Develop a clear plan and strategy, 
  • Examine organizational needs, and 
  • Analyze and evaluate the available options.

We’ve compiled 5 important digital transformation tools available on the market today. Read on so that we can assist you in taking the next step in improving your HR strategy with digital transformation.

1. Change Management Tools

The process of adapting to workplace change and resuming operations without any long-term interruptions is known as change management.  A change management system can also assist employees in making the most of new tools in the workplace. This results in increased productivity. 

An HR is in charge of dealing with two sorts of change. The first one might involve new workplace technologies. And the second one can be a structural change resulting from mergers and acquisitions. A digital change management tool simplifies the procedure of change. It guarantees that your employees are not harmed and that your company’s performance is not jeopardized.

2. Tool for Automating Payroll

Payroll automation tools like Paylocity minimize all of the paperwork and regulatory requirements that you must complete at the end of each month.

 It pays employees into their bank accounts using pre-configured attendance data. A digital payroll system is used by the majority of mid-to-large-sized businesses. If you’re still relying on spreadsheets or manual processes, this could be the year you make the switch as part of your organic growth strategy.

3. Platforms for Online Learning

We live in an era of lifelong learning, which means that each individual has to keep learning to upskill. Many organizations use learning platforms, also known as Learning Management Systems to provide employee training. With an LMS, organizations can provide a variety of courses to their employees.

Adopting e-learning platforms improves current employee abilities. It is also a great method to recruit new talent as well as retain talented employees.

4. Tools for Recruiting

The tools you employ to facilitate recruitment and onboarding have long-term implications on corporate culture, performance, and profitability. That is why you should spend intelligently on them.

You may find and exchange resumes with team members and hiring managers using a digital recruitment tool. You can leave comments, submit interview feedback, and plan the next steps in the hiring process with a recruiting tool. This results in well-informed and collaborative judgments. Today’s most relevant recruitment management systems assist recruiting teams in saving time filtering through resumes and interviewing unqualified individuals.

5. Tools for Easy Onboarding 

Onboarding remains a manual procedure in many organizations. HRs issue a stack of documents, recruits review instructional materials, and a lengthy approval process goes on.  All of this is automated by onboarding software. It is capable of speeding up the recruit’s onboarding process and improving the employee experience right from the start.

This HR technology not only saves you time and effort but also makes the onboarding process more effective.


HR transformation, a few years ago, used to be a high-investment project. Organizations were forced to either design their own software or obtain expensive tools licenses. 

Today, the situation appears to be considerably different. Organizations, now, only pay for what they use with SaaS delivery, and they may also scale up at their own speed. Organizations can even curate a one-of-a-kind collection of HR technologies to meet their specific requirements.