Companies constantly work to find better ways to operate, simplify processes, improve customer experience, and to overcome these challenges, digital transformation (DX) and innovation are key pieces of the strategy. Digital transformation is about transforming people, cultures, organizations, it is technology at the service of companies and society, in favor of sustainable development, which is why the presence of ==HR in digital transformation== of companies is essential.
We have been working with technology and innovation for over 32 years and, since 2020, we have experienced our own digital transformation, believing that what we offer to the market also needs to be implemented in-house, an evolution of the business model itself. In this context, the employee stakeholder is the first to be impacted. Since 2021, we have adopted agile methodologies and, for the first time, implemented the employee value stream. Insi united three robust people management tools, complemented by collaborations with six startups specialized in Human Resources.
Everything stems from the company's purpose, that "digital transformation is about people," and this requires constant alignment and engagement of teams, so the company can evolve. With this purpose, we can say that digital transformation needs to have ==culture==, ==agility== and ==technology==, to transform the company as a whole.
Cultural Transformation
In an unprecedented mapping promoted by Insi, the "National Study on Digital Evolution and Business Innovation", in partnership with Fundação Dom Cabral, reinforces that 67% of executives think that ==the main challenge of digital transformation is not technology, it is organizational culture==. Digital transformation primarily involves a new strategic look and special attention to organizational culture and employee journey. To manage culture, change management: ==understand==, ==prepare==, ==engage== and ==reinforce== are the main actions to have well-managed change that reaches all company employees.
During all these stages, we have the presence of ==HR in digital transformation==. Companies need to have actions and work specifically focused on people. At Insi, we have conversations, both at internal events and celebrations and individual feedback, with directors and all employees about career and growth. Additionally, we have programs like ==Insi Plural==, which values the diversity of #MetaTeam, promotes multiculturalism, inclusion and recognizes that each person is unique. Insi Plural believes that creativity and innovation in #MetaTeam results from people's perspectives, knowledge and skills while representing ==Insi's commitment to excellence, ethics and social responsibility==.
Still on programs, at Insi, we have ==Evolve==, which aims to move professionals between different projects according to technical profile and opportunities. ==Evolve== adds to this stage of the professional's journey a simpler and more efficient flow, allowing greater visibility of the process to the current manager and expanding the professional's protagonism in career conduct and evolution. Besides Evolve and Plural, to understand and feel what each professional is experiencing, we have ==Insi X==, which is the process of measuring and monitoring engagement. With it, every week professionals have the opportunity to give their opinion and contribute to improving happiness and productivity in the work environment.
Agile Transformation
Among all company methodologies, agile is essential for digital transformation. In a junction of ==Insi's new organizational architecture==, the Employee Value Stream and agile methodologies, we generate engagement of people within the company. All areas are involved in demands, planning and results, that is, all Insi professionals know what is happening, for this reason, ==HR involvement in digital transformation== is necessary from beginning to end.
With the objective of being the protagonist in digital transformation in the sector, we structured the ==Insi Agile and Cognitive program==, which brought to the company's daily life the disruption that until then we only delivered to clients. In its first phase, through ==agile methodologies==, we developed value flows that revolutionized the organizational structure, involving various areas of the company to improve ==excellence in the journey of our employees and customers==.
Teams now are part of a single team and operate in the growth units model: multidisciplinary teams, with common objectives, formed to bring ==autonomy and performance to the company's own employees== and, mainly, ==agility and excellence to clients==. With this, Insi responds more quickly to customer needs, connecting all links more assertively and cognitively – that is, with constant learning and evolution. In this model, ==unity of action, trust and simplicity== operate and professionals from all structures relevant to a given client's demands work collaboratively. This also implies a new logic of cadences and results monitoring, where communications between the team become even more valuable.
The results were unique after a few months of our digital transformation, we had the ==creation of three Value Streams==, two operational and one development with dedicated teams, ==turnover reduction== and the daily possibility of receiving ==employee feedback== through the engagement management platform. Additionally, the Insi Agile and Cognitive Program received the ==100 Most Innovative in IT Use 2022 award==, from IT Mídia, a ranking of companies that best use technology to execute innovative projects, for using the startup ecosystem, accelerating technology adoption in journeys. We also stood out in the ==ranking of the 200 Largest Companies in the Sector of the 2022 Informática Hoje Yearbook== and the ==Top 10 Growth Champions in the classification, for the 4th consecutive year==.
Technological Transformation
In this journey of Insi's own transformation and innovation, we discovered an opportunity: we began to offer even more effective and oriented support to our clients, experiencing the transformations they also go through in adopting new technologies, services and digital processes. This discovery led us to explore the paths of operational efficiency, architecture and data analysis, as well as open innovation.
These interconnected elements not only improve our own development, but also allow technology to play a transformative role, being an enabler of continuous evolution within Insi's environment. Among some tools adopted by open innovation in this transformation, five HR Techs were integrated in the employee journey process, covering the stages of Attraction and Selection, Admission, Onboarding, Development, Internal Communication and Engagement Management.
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==Attraction and Selection:== Recrut.ai, a SaaS platform that accelerates company hiring, matching candidate profiles with job requirements, improving the experience to attract candidates and strengthening the employer brand through more agile, accessible and human selection processes.
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==Onboarding==: Eva People proposes new solutions for efficient employee onboarding through digitalization and automation of the journey, as well as communication and relationship with Insi professionals.
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==Development==: Keeps offers a corporate training platform with the best technology to create more strategic training actions, with less implementation time, higher engagement rate and results control.
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==Internal Communication==: Workhub Digital is a subscription-based intranet and corporate portal with rapid availability, offering modernity, security and an excellent user experience to employees. Also talking about ==internal communication==, Dialog is a multichannel platform that creates a powerful employee experience space, capable of promoting organizational culture, improving performance and reducing turnover.
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==Engagement Management==: we have Team Culture which is made for leaders to evolve their teams, obtaining incredible results through a powerful and simple to use platform.
These renowned and robust platforms compose ==Open Innovation== and ==the role of HR in digital transformation== in the employee journey within Insi. And, with this, the entire process of ==acculturation==, ==agility== and ==digitalization==, needs the Human Resources area to support changes, both internal and external.
The ==union of technology and the human factor== needs to be considered at all times, just as it is necessary to always have clear that digital transformation begins with people and cultural change. After all, professionals deliver to the client what they receive from the company they integrate. What we learned in practice, in this new model, we are already sharing with clients. This ends up creating a need for a dedicated area to manage the development of ==innovative technology==.
Innovation Management
Innovation is becoming increasingly relevant to C-levels, being essential for the longevity of corporate success. Corporate Venture Capital (CVC) plays a fundamental role in innovation management, enabling a "silent revolution" in the corporate world in recent years. According to GCV Analytics, three quarters of the 100 largest American companies in terms of market value have CVCs. Additionally, in 2021, investments from CVC funds reached their historical record, presenting a 142% increase compared to 2020, totaling US$169.3 billion, as reported by MIT Technology Review.
Since 2020, Insi has been investing in innovation through Insi Ventures, its Corporate Venture Capital arm that was created with the objective of fostering an innovation ecosystem connecting startups, investors, companies, partners, universities, research laboratories and society. ==Open Innovation==, or Open Innovation (OI), which Insi Ventures leverages at Insi, is a model that connects these various stakeholders to generate new ideas and solutions, instead of relying exclusively on internal research and development.
Through these connections, Insi ==identifies and leverages startup solutions==, which end up integrating and increasingly improving relationships both with its employees and with its clients, both internally and externally, further proof that the presence of ==HR in digital transformation== is more than necessary. Because Insi needed to understand employee needs, through the People area, to bring improvements and automated processes.
A recent example of this ecosystem incorporation at Insi is Eva People, which received an investment from Insi, through the Bring Your SaaS challenge, promoted by Insi Ventures, which seeks to identify startups with high growth potential and take them to another level, where the startup was one of the winners of the third edition. Thus, startups like Eva, which improve the employee journey within Insi, play an important role in making our ==HR sector in digital transformation==, with more efficiency and agility in internal communications.
Besides Eva, we had other Bring Your SaaS finalists present at Insi, such as Recruit.ai, one of the second edition winners and Dialog, one of the three chosen from the first edition, also being invested by Insi. Workhub was the winner of The Next Gen challenge, a challenge that stimulates the new generation of women entrepreneurs in SaaS business models, where it ranked first in the competition and received a R$1 million contribution from Insi.
Want to know more about HR's role in digital transformation?
==Insi's trajectory highlights the synergy between digital transformation and people management==. By incorporating agility and technology, Insi reinforces the relevance of HR in cultural change. The implementation of HR Techs and Open Innovation underline HR's role as a facilitator of evolution and expertise in the human factor as a strategic focus, focused on the direct relationship between innovation and the evolution of people and companies.
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