Why Digital Transformation Fails Without HR (and How AI Changes the Game)
- New Way To
- 30 sep
- 5 minuten om te lezen
Introduction
Here is a hard truth: most digital transformations do not collapse because of bad technology. They collapse because HR is not leading the change.
Across Belgium, companies are investing in new software platforms and experimenting with generative AI. Budgets are allocated, pilot projects are started, and vendors are brought in. Yet months later, many of these investments fail to translate into adoption. Employees continue using the same old methods, productivity gains remain minimal, and management wonders why nothing has changed.
The answer is simple. Technology does not transform a company. People do. And no department understands people, skills, and culture better than HR. If HR and L&D leaders remain on the sidelines, digital transformation will stay a buzzword rather than a reality.
Why HR Is the Missing Link
Culture Eats Technology for Breakfast
Peter Drucker famously said that culture eats strategy for breakfast. The same is true for technology. Employees do not resist software; they resist change. People fear losing control, making mistakes, or being replaced.
HR has a unique position to manage these fears. By shaping narratives, creating transparent communication, and fostering psychological safety, HR can help employees see AI not as a threat but as a co-pilot. If HR does not lead in this area, the best technology in the world will sit unused.
Skills Are the New Currency
Generative AI is not a futuristic skill. It has already become a workplace literacy. Just as typing, spreadsheets, and presentation software once became non-negotiable, prompt design and workflow integration are fast becoming core skills.
HR and L&D leaders are the gatekeepers of skill development. They design learning pathways, select training providers, and influence which competencies are prioritized. When they move quickly, the workforce becomes more productive and future ready. When they hesitate, the company falls behind competitors that are already embedding AI into daily work.
Employee Experience as a Differentiator
Recruitment, onboarding, learning, engagement, and retention are all part of the employee experience. In each of these areas, AI can bring improvement. Job descriptions can be generated in minutes. Onboarding materials can be customized to the individual role. Training can be adapted to different learning speeds. Engagement surveys can be analyzed in real time to uncover hidden patterns.
This is not simply about saving time. It is about creating a workplace where employees feel supported and equipped. HR is the function best positioned to integrate these enhancements in a way that strengthens trust and loyalty.
What AI Means for HR in Practice
The opportunities for HR to use AI are concrete and immediate. Consider these examples:
Recruitment: AI can help write inclusive job postings, screen large volumes of applicants, and suggest questions tailored to each role. This reduces administrative burden while improving fairness.
Onboarding and training: AI systems can generate step-by-step guides, learning paths, or even interactive scenarios that are customized for new hires. This speeds up integration and reduces the learning curve.
Employee engagement: AI tools can analyze thousands of survey responses or internal communications to identify signs of disengagement before they escalate.
Strategic workforce planning: With AI, HR can model future skills gaps and create targeted training programs that align with business strategy.
None of these applications replace HR professionals. Instead, they elevate HR into a more strategic position by freeing time from repetitive tasks and creating insights that were previously invisible.
The Barriers HR Leaders Face
If the opportunity is so clear, why do many HR departments in Belgium still struggle to take the lead? The barriers are real.
The first is fear and resistance. Employees often worry that AI will automate their jobs out of existence. HR must rewrite this story. Instead of focusing on replacement, the narrative should emphasize augmentation: AI as a partner that enhances performance.
The second is a lack of a clear roadmap. Digital transformation is often presented as a massive, all-or-nothing project. For HR leaders who are already stretched, this can feel overwhelming. Without a step-by-step approach, many simply postpone action.
The third barrier is a skills gap within HR itself. Many HR professionals feel underprepared to talk confidently about AI. This creates hesitation. If the department that should lead adoption does not feel equipped, progress slows across the organization.
These barriers are understandable but they are not an excuse for inaction. They are exactly the reasons HR must move first.
How HR Can Take the Lead Starting Now
The good news is that HR does not need to reinvent the wheel. There are practical steps that can be taken immediately to turn HR into the engine of digital transformation.
Step one: Kickstart AI literacy across the workforce.Instead of waiting for IT or innovation departments to run projects, HR can organize short, hands-on sessions that introduce AI tools. These do not need to be technical. The goal is to reduce fear, spark curiosity, and show practical applications in everyday tasks.
Step two: Build an AI champion network.Not every employee needs to become an AI expert. Instead, HR can identify curious, motivated people across departments and train them as AI champions. These champions experiment with tools, share quick wins with peers, and act as trusted guides. Peer-to-peer influence is far more effective than top-down mandates.
Step three: Pilot AI in HR processes. HR should not only teach AI but also use it themselves. By piloting AI in recruitment, onboarding, or learning, HR demonstrates credibility. Small wins build momentum, and employees are more likely to follow when they see leaders practicing what they preach.
A Belgian Context
In Flanders, the urgency is especially high. Companies face a tight labor market, pressure to increase productivity, and a regulatory environment that demands compliance with GDPR and ethical use of AI. These pressures mean that transformation cannot be left to chance.
HR leaders who claim their role now will not only secure adoption but also strengthen the resilience and attractiveness of their organizations. By contrast, companies that ignore the role of HR risk falling behind in both talent and competitiveness.
Let us help you
Digital transformation does not fail in IT. It fails in HR.
HR and L&D leaders hold the levers of culture, skills, and trust. They are the ones who can turn AI from a shiny tool into a genuine productivity engine. When HR takes the lead, employees feel supported rather than threatened, and adoption spreads naturally across departments.
The question is not whether HR has a role in digital transformation. The question is whether HR leaders are ready to claim it.
At New Way To, we work with HR and L&D leaders to design AI literacy programs, build champion networks, and ensure that transformation sticks. We believe that progress is only real when it is practical, and we help organizations move from curiosity to confident action.