What is Digital Transformation
In Education, Digital Transformation is about reimagining how to bring people, data and processes together to create better environments for students, educators, parents and system leaders in today’s digital-first world, as well as preparing for the innovations and challenges to come.
We are applying a different approach to the implementation. The following are the key differences:
Guiding Principles:
IT-Centric vs. Customer Experience-Centric (Student as Customer for SLC; Employee as Customer for HR)
Focus:
Technology vs. Business Orientation
Approach:
Technology Rollout vs. Starts with Process and Data Understanding and Future-State Process Mapping;
Project Composition:
Haphazard Selection of Project Team vs. Clear Roles and Job Specifications for Project Roles;
Executive Sponsorship:
VC for Admin vs. Provost and SVP (Owners of Domains in Scope).
In a time where technology is constantly evolving, an HEI like DLSU must take a holistic implementation to deliver value and customer satisfaction to its students, employees, administrators and stakeholders.
Enterprise Resource Planning (ERP) is limited to a platform/software that organizations can use to manage and integrate essential business processes.
Digital Transformation, operates on a strategic level and impacts organizational change as a whole.
It applies a holistic approach to platform/software implementation that starts with the analysis of an organization’s Customer Needs and its supporting processes.
Success and ROI of Digital Transformation initiatives can be measured by tracking KPIs such as time saved, cost reduction, improved employee experience, satisfaction and increased productivity. Achievement of Strategic Business Goals.
Some of the key measures relate to the following:
1. Customer Experience Metrics.
2. Employee Productivity.
3. Adoption and Performance Metrics.
4. Reliability and Availability.
5. Cost-Benefit Analysis.
6. Revenue from Digital Technology.
7. Percentage of Cloud Deployments.
8. Active Usage Metrics.
Digital Transformation seeks to address inefficiencies in various aspects of the Organization. In terms of Employee Experience, one of the key initiatives is in HR Transformation, which should drive better HR services to Employees.
Constant and clear communication is key to the success of critical endeavors such as Digital Transformation. The various stakeholders have to be engaged to ensure alignment and calibration, as required.
Yes, changes to roles can be expected, as these relate to changes in organization structures, processes, and the use of technology.
Organization-wide Digital Transformation Initiatives are investments to address the operational inefficiencies experienced by both our students and employees, and subsequently to create and enhance revenue-generating streams for the University.
While the running cost of the previous program is still being reviewed, the overall future financial savings and revenue opportunities will be significant.
Based on the findings of the Program Health Check conducted in 2022, DLSU Executive Leadership decided to discontinue further engagement with existing Vendors.
Our Guiding Principles will govern policy, process and platform decisions. Executive Sponsorship lies with the Provost for SLC and with the SVP for Finance. Joint sponsorship between the Provost and the SVP is assigned for HR. Program Staffing (Vendors, Contractors, Internal Staff) is based on competency-screening.
Changes in Policies and Processes are introduced at various stages.
We have Quick Wins such as the removal of Auto-Dropping and approvals required for Leave of Absence (LOA). These streamlining efforts improve the Student Experience, and do not have dependencies on the introduction of new technology.
You can contribute by suggesting ways of improving the Student Experience in terms of policy and/or process changes.
We are implementing an HR Transformation Project to charter a Future State Operating Model, Organization Structure, including supporting policies and processes for HR.
The previous HR Implementation Project focused on automating existing processes, without addressing pain points in HR Organizational Structures, Policies and Processes.
In August 2023, we kicked off the HR Transformation Project with Deloitte Consulting. During the next 4-6 months, Deloitte will perform a study of the existing HR Structures and Processes, and recommend changes based on the University’s objectives, and best practices in the industry.
You can contribute by suggesting ways of improving HR services in terms of policy and/or process changes.
The previous Oracle Fusion Financials Implementation did not cover key Financial Processes such as the closing of books and the generation of Financial Reports. Key functionality in Fixed Asset and Cash Management were also erroneously delivered.
We have engaged Oracle Consulting to resolve the key Implementation Issues from the previous Project. Likewise, a Project Manager and Solution Architect, on DLSU’s side, have been onboarded.
You can contribute by suggesting ways of improving Finance’s services in terms of policy and/or process changes.
