At the risk of blowing up my own post title, technology is not the “future of HR” – it’s already here! Technology is already revolutionising the HR industry. Software as a Service (SaaS) makes the implementations of HR tools much easier. Equally, automation has had a profound effect on HR activities, allowing for more exact and effective handling of personnel data. From recruitment to onboarding, automation helps reduce manual labor and allows companies to focus on strategic initiatives.
Automation is one of the hottest topics in HR tech currently. Companies like Workato are helping organisations to transform many aspects of HR workflows, from recruitment to payroll processing. It streamlines administrative tasks such as tracking attendance records or managing employee benefits plans. By automating mundane tasks, businesses can free up their HR teams to focus on other areas like talent acquisition or employee development. Automation can also help ensure accuracy and security in data entry, offering up-to-date information without the risk of mistakes.
Technology offers numerous advantages for HR professionals when it comes to recruiting new employees or engaging with existing ones. Companies now have access to powerful tools including the latest generation of Applicant Tracking Systems (ATS) that allow them to source job seekers quickly and accurately using skills tests or AI-driven algorithms designed specifically for the role they’re hiring for. Candidates can be easily tracked through the selection process, meaning no one gets “lost” in the process and they receive timely communications on next steps and get a positive experience of the company from their very first interaction. Once candidates are hired, onboarding experiences can be managed through onboarding modules in the ATS or with dedicated onboarding platforms, like Enboarder.
Employee survey technology affords businesses the ability to get a clearer glimpse into their work atmosphere, thereby allowing them to comprehend what drives and motivates their personnel—and how best to address these needs in an era of increased remote working. These tools often provide apps meaning that surveys can now be done quickly wherever employees choose, with results often available in real-time. Historically, one of the main issues has been that, by the time surveys were carried out, data was complied and analysed, and results released, the information gleaned was already rather out of date.
Learning Management Systems (LMS) and Talent Management Systems are offer new ways for employees to manage their own personal development, as well as giving management and HR an oversight of the company’s progress as a whole. Many of these platforms now come with integrated access to online course content that can be used on demand, or can be tailored by L&D professionals into learning pathways that meet the organisation’s skill development needs.
Previously the default approach to HR systems was to procure one platform, an HR Information System (HRIS) that aimed to meet the end-to-end HR needs of a company. Today, many firms are moving away from these traditional players in the HRIS space – vendors like Workday and SAP. These platforms, that were once hungry for business and would engage with clients of any size at appropriate price points, have focused more on mid to large organisations with a price point to match. This has forced smaller companies to look for alternatives. Thanks to SaaS offerings, it is now possible for companies to pick and choose from a menu of components of HR tooling that are important to them at their current growth phase and implement them on a menu basis. This flexibility allows them to add additional services or even new platforms to a company’s suite of HR tools as headcount or business requirements grow.
The downside of this pick-and-mix approach can be the complexity for users of having multiple platforms to use, depending on the task they wish to carry out. This can be mitigated to a certain degree by the use of single sign on platforms like Okta or Active Directory. Integrating these platforms by using APIs to seamlessly transfer data between them also enhances the end-user experience.
Of course, introducing new technologies often requires significant changes in workflow processes, which could create disruption among both HR staff as well as employees if not properly managed throughout implementation stages. To ensure success during this transition period, it is important that everyone involved understands why these changes are necessary and how they will benefit the business overall before moving forward with any tech upgrades. Proper communication and training can help to minimize potential risks associated with implementing new technology while also ensuring that all stakeholders understand the value of making such investments.
The impact of technology on HR is immense and the challenges it presents are numerous, but with careful implementation and understanding of its capabilities, these challenges can be overcome. HR must continually update their abilities to satisfy the requirements of a continuously transforming labor force as worker expectations keep on advancing in this tech-driven era. HR practitioners must also consider how they themselves will change. Reducing the time spent on manual or administrative tasks will free up time and resources to focus on hight impact areas, where the “human touch” still brings great value, such as employee engagement and development.
Key Takeaway: Technology has revolutionised the HR industry, streamlining mundane tasks and allowing for greater focus on strategic initiatives. However, introducing new technologies can be disruptive if not managed properly during implementation stages with clear communication and training to ensure success.
