The word “digital” refers to mobile, cloud, and internet-based technologies that let people and organizations interact in real time, leveraging tools like sensors, GPS devices, cameras, speech and pattern recognition, and cognitive processing. The phrase “digital disruption” refers to companies which redesign the way businesses operate through the use of digital tools
Examples of digital disruption include the use of cameras to photograph and directly submit insurance claims, mobile apps that recommend activities based on your location, predictive apps that recommend restaurants, hotels, and other consumer goods based on your purchase history and location, and many more.
An example of a fully Digital HR transformation, developed by a bank in Australia, is shown below. All HR and employee-related activities were redesigned to operate on mobile apps, creating an integrated, well designed digital experience. Features like location, video sharing, and social activities are being embedded into these apps over time.
The OKR framework aims to define company and team “objectives” along with linked and measurable “key results” to provide “a critical thinking framework and ongoing discipline that seeks to ensure employees work together, focusing their efforts to make measurable contributions.” OKRs are typically set at the company, team and personal levels and may be shared across the organization with the intention of providing teams with visibility of goals with the intention to align and focus effort.