What is HR technology?
This broad term covers an array of complicated business processes – payroll time and attendance, benefits, recruitment of talent, and many more – that are served by software and other types of technology used in human resource management. From improvements of Artificial Intelligence (AI) as well as a brand new generation of self-service for employees and continuing learning tools, this technology for HR management allows employees to assume an increasingly strategic role within their organizations.
Let’s take a look at Human Resource Tech Trends which can affect your business:
· Cloud-based HR
If you’re remote workers and you have a remote team, your HR department could be one of them. This is where the comprehensive HR platforms on the cloud–the future of resource management — will come into. There are already a variety of HR platforms that are all-in-one such as the one utilized by Buffer and that incorporate several distinct elements of HR management. These include benefits, payroll software as well as the management of time and on boarding and collaboration software.
Utilizing cloud-based HR software is becoming more commonplace, not just for global teams. It’s more adaptable and is ideal for businesses that are growing rapidly, as HR professionals can use real-time data.
In the same way, it is also the self-service model for employee’s model that allows employees to have better control over their information such as benefits, tasks, and data and gives companies better tools to assess their performance and engagement. There is a noticeable shift in the business from using HR software focusing on supporting HR teams to integrated suites that help employees and managers in their job.
· Branding of the employer
Since the beginning, companies have utilized social media to boost their brand and the image they project to new and existing employees. Based on LinkedIn, 72% of recruiters agree that branding and image have a major impact not just on the process of recruiting however, they also impact the bottom line of the company which can reduce cost-per-hire and gets more qualified candidates.
In the end, it is not an overnight phenomenon however, it is an area that companies should take more seriously and consider if they haven’t already. Technology can assist, from growing websites for job postings and company review websites to career sites that are integrated into the HR system and using social networks (like one called a social media calenderer. Social ads that are hyper-targeted with the stories of employees and job advertisements can help narrow the target audience and only reach the appropriate individuals.
· Shared services that are effortless
The majority of HR changes today concentrate on HR self-service departments. They manifest in two ways: first If your HR department is still using paper, it must be digitalized. In addition, if your HR activities are repetitive, it must be automated.
Both automatization and digitization guarantee an HR professional is efficient.
Take, for instance, the supermarket chain that keeps paper copies of employee records. Imagine, in a field that has such a high rate of turnover how much time an HR manager is spending at both ends of the employee’s lifespan searching through documents! Imagine the stress and headaches that a missing contract — just one piece of paper could result in.
Making the necessary change to shared services that are easy to access will result in a better user experience as well as increased personalization.
· Learning is a key driver for business achievement
Following our HR trends with one that is in the area of learning and development. While there was already an urgent demand to upgrade the skills of the majority of the workforce globally prior to COVID-19, this requirement has only increased over the last few months.
Unfortunately, when searching for HR professionals who have future-oriented abilities, there are slim options. Instead of constantly searching for fresh candidates, the best and most effective method is to improve the skills of your HR staff, making sure they are equipped to succeed in the future.
For HR, we’ve identified three main capabilities.
- Literacy in data. HR professionals must be able to take data-driven and evidence-based decisions to become a sparring partner for the business. This means they must be able to comprehend, read and create information as a way to influence decisions.
- Business knowledge. HR professionals from all fields must improve their skills in business skills. They should be aware of the strategy of the business and its clients, as well as the context. Only that they have complete knowledge of the company, can HR bring the most value.
- Digital integration. Digital HR provides the possibility to increase HR efficiency and deliver HR strategies and improve business performance through the use of Performance management system technology. We have found that this is among the most significant gaps in skills in HR, and one that is becoming more urgent in the current and more remote real world.
· Enhancing recruitment experiences
Technology is already revolutionizing the entire process of recruitment. Everything is being digitalized from resumes to interview and even recruitment managers are equipped with tools available to can help create an effortless candidate experience. One of the most significant developments we’re witnessing within the HR field is the development of platforms for candidate experience like path motion tools that allow for interaction and dialogue between employees and external talent.
The experience of the candidate is one of the most pressing challenges facing companies today, which is recruitment.
There is a challenge for businesses to find suitable employees to fill vacant positions, a scenario that benefits the employee more than the employer. In addition, it’s becoming more difficult to keep employees who are valuable because they’re constantly enticed by the numerous advantages that other companies provide. That’s the point where technology can help HR professionals access new resources and solutions to expand their reach globally and address the unique requirements that their workers.
Technology also offers a variety of options for individual career planning by creating various career paths that are based on the individual potential of each employee and identifying gaps in skills and evaluating job skills.
· Data security is enhanced
The days of payroll handing out paper-based payslips are virtually gone. Apart from the obvious environmental advantages that this implies is that we must take on new methods to protect the sensitive data of employees in the future. Cloud-based storage of data and the growing usage of self-service HR for employee’s platforms, as well as the changes in the law on data protection such as GDPR and GDPR all, suggest that data security is robust, as it pertains to both employees and candidates is a major issue for HR professionals and is a requirement for software makers.
It is the reason tech companies have to come up with strategies to ensure that the information that their customers trust them with is secure and intact and secure, while businesses must establish systems and procedures in place to ensure that the data is appropriately handled and processed. This is likely to be a major trend in the tech industry overall and the existing HR software will require significant overhauling to allow people more control over their personal data.
Summing it up
As the pace of change continues to affect organizations, HR professionals have to discover and implement solutions to assist in addressing the challenges that affect employees as well as the company overall.
ABOUT THE AUTHOR:
Aftab Vasiwala is nurturing his future at Techimply as a Software Analyst and Writer with good experience in various genres of blog writing in various industries under several topics. He loves to write on the latest Software technologies and their impact on businesses.