Ditte-Lene Sørensen

Ditte-Lene is special advisor at Naviair where she works with leadership development and digitization of HR. She has 10 years’ experience with connecting strategy, digitization and business in both public and private organizations. She holds an MSc in political science with a specialization in leadership and value change in the public sector. She has piloted strategic implementation projects and participated actively in promoting the user-friendly perspective in the public sector’s digital solutions.

Presentation - Create Value With HR Data – Benefits, Bummers and Bright Ideas

Many organizations face a change in the digitization of HR in the coming years and have ambitions towards using the new technological possibilities. The HR sector is in many cases still “plugging in” processes where in fact there is a higher demand for technological support of HR services. At Naviair they have initiated a change process in HR regarding digitization and a more active use of data to support the company’s strategic efforts in e.g. CSR. 

This work demands that data is used beyond its original context. It changes (and challenges) the way technology is used and the business demands on technology. Thus, it creates value in both a short- and a long-term perspective by providing better and more transparent knowledge about the organization’s needs and challenges. However, it also poses risks and requires a lot of the organization by e.g. changing workflows, competencies and data governance. 

The presentation will focus on:

  • How HR data can be activated to support strategic and proactive endeavors and add value beyond HR in e.g. the organization’s CSR-effort
  • How the work with data can be a part of creating a more open and transparent co-operative culture between silos by e.g. visualizing common touchpoints and by necessitating concrete solutions to secure high-quality content
  • Which synergies we find to HR processes, e.g. onboarding, and how focus on coherent HR services reversely increases the demand for more (relevant) data
  • Which preconditions need to be present to succeed with data driven HR processes
  • Which competence relations you need to be aware of and can reap the benefits of
  • Is a new set of HR competencies needed? And if so, which?