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Changing trends in HR Technology
Changing trends in HR Technology

June 8, 2021

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Technology has ushered in dramatic changes in human resource (HR) management and the way people work. 

The past five years, especially, have redefined the impact of technology in HR. The focus has shifted from a ‘high-touch’ structure to channelising huge investments in technology for different facets of the function, such as recruitment, planning, learning and development, Human Resource Information System (HRIS), benefits, and analytics. Streamlined technical support would help accelerate the functioning within an organisation.

The advent of artificial intelligence (AI), chatbots, and mechanical advancements have transformed efficiency, improved employee-employer relationships and employee assessments, accelerated internal processes, and heightened accuracy in results.

All this means that the HR system has become more agile and relevant. There is a visible repositioning of it. The past five years until 2019 had seen prominent improvements in technology in HR management, some of them being:

Talent branding 

In order to build and project a strong value proposition, businesses are investing more in internal talent branding as a way of promoting themselves in the external environment. Adoption of internal branding techniques such as re-strategizing based on the current situation, recognising Key Performance Indicators (KPIs) of existing employees, encouraging employee reviews, and investing in company culture will directly reflect in employees’ conduct and motivate them to achieve more.

Brand followership

Social media platforms such as Instagram, Facebook, Twitter, and LinkedIn help promote the overall reputation of an organisation. They also improve the image of the employers within, thus having a positive impact on potential employees. A huge brand followership and engagement makes the organisation more trustworthy and reputable as compared to a less interactive social media presence.

Decision-making tools

The use of decision-making tools such as business intelligence and statistical analysis in HR does not only help businesses understand information but also optimises decision making and employee performance. Other tools such as predictive modelling help predict the future by making use of currently available and relevant data. Another tool being used is risk assessment, which evaluates the risk a particular resource may mean to the organisation – human, financial or operational. These tools are used as early warning systems for HR.

Shift in planning

There is a significant shift in how organisations go about advanced workforce planning. Presently, there exists a systematic approach to talent modelling rather. There is a need to include the uncertainties of manpower planning in the future, such as requirement issues and workforce withdrawals.

Human capital management

This technology is applicable for providing specific competencies to the kind of job description and requirement for acquisition or optimisation. This tool helps increase overall productivity of the organisation, improves flexibility at work and provides the right talent for the required role.

The Future

In terms of handling businesses, we are ahead of the curve with adoption of best technology integrated HR practices. Constant upgrading and upskilling of the workforce to understand and smoothly run the applications is a must for the future to come. While work is seen shifting from manual to automated intelligence, the only inclusion of humans would be to correctly and timely arrange and manage all the virtual applications for work to function without any glitches.

Source: People Matters


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