Recent years have been highly disruptive in the HR technology space, with the next few looking to be even more transformative. Technology within HR has been adopted by many different types of organisation, from large management consulting firms at the forefront, to smaller tech start-ups looking at this area as a priority. Here, we explain some of the trends.
We have seen businesses continue to move their HR systems to the cloud and employ more AI-driven technologies to automate communications. Below is an overview of the recent key trends:
Moving to a Cloud-Based System
Using the cloud as storage in general has revolutionised the ability for everyone to easily access data online. Within HR, there are now cloud based payroll systems, HRIS and talent management services that increasing numbers of organisations are using. There are many advantages of adopting cloud-based systems, including ease of access, mobile app support and minimal requirement for IT infrastructure, like hardware and helpdesk staff.
Robotic Process Automation (RPA)
In simple terms, RPA is where a robot replaces repetitive and time consuming activities usually done manually, such as data entry or inputting figures into a payroll system. Basic calculations and processes for payroll, including tax deductions and benefits, are also able to be completely automated. The benefits of RPA are clearly huge, freeing up the HR department’s time to be spent on more productive and beneficial activities.
Analytics are gradually being implemented to identify metrics in relation to performance and engagement. This offers extremely useful business insights into retention rates and motivations, and the training needs of employees. If these metrics are used properly, it can lead to better operational efficiency for an organisation and can really allow HR departments to influence strategic decision making.
Technologies have enhanced the entire recruitment process, from automated CV screening to web based video interviews. Background screening technology has been applied for criminal record and qualification checks. There has also been a move towards using AI chatbots to filter out any initial candidates at the first stage. This in turn has allowed recruiters more time to focus on evaluating candidates on their softer skill set and cultural fit.
In order for employees to perform at their optimum, it is understood that they must be both physically and mentally well. Health and wellness apps are being adopted in order to produce data around employee activity and engagement. This gives individuals the ability to make sure they are looking after themselves, which in turn reflects on their output at work.
Organisations are modernising learning & development and making better use of online based learning systems for employees. This access to training online accommodates the remote workforce and those who work from home. This has resulted in more autonomy for employees to fit learning within their schedules, as opposed to the more traditional classroom-based teaching.
To summarise, embracing technology can drastically help to make HR teams more productive, whilst also allowing them to improve the business as a whole. Whether it is by streamlining a recruitment process, or analysing employee performance and engagement levels, technology has helped to modernise and support what is already offered by HR. However, for many companies there is still a way to go, and they must quickly realise the potential of using technologies within HR to their advantage or risk being left behind.