Leveraging HR Tech to Drive Business Transformation
Since the beginning of 2020, the definition of ‘normal’ has constantly been evolving as people everywhere adapted to new situations. The pandemic paved the way to more agile workplace models instead of the traditional 9 to 5 work model. Over the past 18-20 months, corporates experienced the introduction of digital workspaces and eventually moved to hybrid mode. So, how is HR technology transforming businesses?
The adoption of HR technology has enabled HR professionals to manage employees including the challenges that accompany a hybrid/ remote workforce. Although the digital transformation of HR had already been in the works, the pandemic accelerated it further.
Here is a brief overview of what can be expected in the HR technology landscape:
Artificial Intelligence for Recruitment and Training
AI technology has been playing a key role in organisational hiring and recruitment processes. With the help of AI programs, recruiters can speed up the review process and filter through a vast number of job applications. The selection process can be extensively gamified, and the UI can be designed to further Employer Branding.
AI enabled technologies can facilitate an analysis of the job-seeker talent pool, match the right candidate based on skills and experience, and identify competencies.
The use of chatbot programs that work well even in handheld devices (given majority of job search is initiated on either mobile handsets or tablets) can also allow potential candidates to interact with the organisation prior to their in-person interviews, further reducing the time to hire.
AI programs can also be used to accelerate the training and development of new recruits using augmented and virtual reality while also personalising the content to match the trainee’s interests and learning capacity. There is a lot more buy-in and acceptance of digital formats of learning and learning delivery channels than ever before. As per a study undertaken by Oracle in partnership with Workplace Intelligence, 82% of people believe robots can support their careers better than humans.
Employee learning and development is likely to be a key facet of HR technology in the coming years, with businesses moving to platforms where they can automate workflows, support employee upskilling, and share resources for professional development.
Employee Health (including mental health) has been a topic of discussion during the pandemic and has become one of the focuses for enterprises to either embark on or accelerate their Digital HR journey in order to thrive in the work-from-home environment.
The pandemic has compelled organisations to rethink their well-being & wellness framework, forcing them to move away from just conducting token well-being programs in isolation to making it their top priority.
With a large chunk of the world’s population working from home, programs addressing holistic employee wellness and a healthy work/ life balance have started gaining widespread use. Digitally enabled employee Wellness offerings in the market today work well given their easy accessibility in both in an online & offline model; data-driven insights taking a targeted and proactive approach in identifying employees experiencing negativity, and better collaboration amongst teams with the possibility of inter/intra team games/contests etc. that creates a healthier work culture.
Transparency in communication is necessary, especially in the hybrid/ remote workplace model. Organisations that can succeed in this arena can effectively optimise performance. With the help of advanced HR tech, firms are now even more comfortable in leveraging automated programs/ applications to help them gather feedback in real-time through intelligent surveys. The information thus collected can help the management get a clear and detailed picture of employee expectations and challenges and on a more real-time basis than longer periodic wait time.
Employee Performance Management and Rewards/ Recognition
Organisations are compelled to be now moving away from the traditional Annual Performance Reviews and replacing them with a system of more dynamic adaptive review systems while keeping in mind the diverse spread in the demography of employees.
HR technology allows managers to do regular check-ins and create a cycle of expectation-setting and feedback. It is also enabling employees to be more aware of their performance while aiding managers to provide relevant and timely feedback. Similarly, technology enablement can align rewards and recognition with performance management systems (which by the way includes the business performance of the organisation as a whole and not just employee’s) to drive a merit-based rewards culture.
The adoption of technology has been on the rise since 2020 and can only be expected to grow further in the coming years, being integrated into every aspect of Human Resource Management. With digital transformation, HR would be able to leverage employee data and enhance employee experience alongside improving organisational culture.