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Five Changes in HR due to Technology

The 21st century is the age of technology. Smart living is not just another fancy term as our lives are continuously impacted by the permeating embrace of new technologies such as Artificial Intelligence, Analytics, Internet of Things, Machine learning, and more. Your smartphones know more about you that you can ever remember. It knows where you went to shopping last New Year eve, how long were you there at the shopping mall and when did you get back home. When such is the power of technology is it possible to remain insulated from its affect as a human resource professional? Not even remotely so.

Human resource is an industry which prides itself on its “human connect”, with most professionals considering soft skills like perfect time management, impeccable communication, strong employee relations, good teamwork and collaboration, exceptional customer service as the only assets required for a perfect career. Between all these skills, is there even any place for technology to impact HR, let alone transform it? The answer is a conclusive yes.

Role of Technology in Human Resource Management

Technology has driven transformation in the business world many times over. In the 21st century, the explosion of computing devices and the pervasiveness of Internet has increased that impact of technology exponentially. Now no business can even think of functioning without the use of computer technology. This impact is seen in nearly all areas of business, including human resources, where technology continues to have a significant impact on HR practices.

Whether it is recruitment, communication with different stakeholders, performance measurement, or data security, technology is transforming each and every area of HR function as we knew it. As companies continue to adopt cloud computing and automation, time is being used more effectively than before. The increase in the use of automation tools and cloud solutions is freeing up human resources from doing mundane tasks and shifting their role to strategy building and execution. The use of technology in easing time-consuming tasks such as tracking employee attendance, work performance and patterns now allows HRs to focus on increasing engagement with employees, productivity and aligning the human side of the organization with business goals.

How technology has changed human resource management

 

Smart Recruitment is one of the changes in HR due to Technology

Recruiting new hires is a time-consuming and costly process, but now owing to AI and automation it’s getting much simpler and faster to find skilled people who are a great fit for your company. From automated resume screening technologies to chatbot interviewers, flurry tech solutions for recruiting have revolutionized the recruitment process. In certain areas AI is even starting to outperform humans such as evaluating hard skills. The use of AI then frees up recruiters to focus more on conducting soft-skill and culture-fit evaluation in a more comprehensive manner. Machine learning and AI are changing the way the company recruits, and onboards new employees. Using technology is helping employers be more proactive in their hiring efforts to get instead of simply waiting for candidates to apply to a job posted on the career site.

Also Read: The Recruitment Automation Trends in 2019

Better performance management is technology influence on human resource

Performance management has always been a time consuming and tedious HR function. Using excel sheets and legacy systems HR professionals have driven the process, monitored performance, and facilitated regular employee reviews. But this has also changed due to the latest technology. Now the process is more streamlined and a number of unnecessary steps have been eliminated in favor of productivity. However, the biggest revolution is the ushering of data-driven performance management.

In 2019, we will witness a new level of data competency with quick widespread adoption of people analytics that will help managers and executives make accurate decisions about their workforce in a more effective manner. Analytics will help create actionable insights from raw data and ultimately support data-driven decisions regarding appraisals or promotions.

Better diversity and inclusion is a change due to technology in HR

There are multiple reports to suggest that there is a correlation between a more ethnically and gender-diverse workforce and increase in profits. Consumers also more commonly prefer companies that value diversity. Ensuring this diversity and inclusion in a company’s recruiting strategy has become easier with technology.  Companies can use people analytics to get a better picture of salary gaps and any other discrepancies in the workforce demographics to promote a healthy inclusive work culture.  More HR software are taking note of this requirement and thereby including solutions for the same.

Also Read: How can recruiters promote diversity in the workplace?

HR has become more strategic due to HR Technology

Technology has definitely shortened the time that they spent on administrative tasks, giving them the leverage to focus on strategic issues that require more hands-on attention. Before cloud became a commonplace term in HR and mobile apps took over the world, HR was a place replete with piles of papers, and HR professionals had to undergo a constant struggle to keep up with compliance, unending reports and data entry. By simplifying database maintenance, reporting and analytics, technology has improved accuracy, efficiency of HRs and boosted their strategic capabilities. As technology continue to evolve HR’s role as a strategic partner of the business will continue to grow.

Also Read: Disruptive HR Practices in 2018: What is changing for HR?

Better Communication and Collaboration is an impact of technology in HR

Digital communication tools have greatly enhanced employee experience and made it easier for HRs to communicate any important message or information to their workforce. Broadcasting tools, newsfeed, social intranets, and career site are the new ways of instantly passing on information without disrupting the day to day work of employees and without cluttering their email inbox. While emails are reliable but the engagement is very low, and cannot be measured easily. On the other hand the new age broadcasting measures allow transparent measurement of employee engagement and provide more opportunity for interaction without being intrusive.

 

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