Technology has changed the way that people interact, do business, and perform analytics. Just about every aspect of work has been touched by the continued development of new technology tools. HR departments are no different.
There are a number of software programs available to improve traditional human resource processes. These tools will continue to reshape HR departments in the next few years. Let’s examine a few ways things are set to change.
Artificial Intelligence in Recruiting
Traditional methods of matching potential employees with companies include writing a job description, posting the position on an online job board, and waiting for potential candidates to send their resumes for consideration.
Once resumes are received, an individual in the HR department reviews them. Resumes that meet the general criteria are forwarded to the hiring manager, who then examines them and indicates who they want to interview for the position.
New techniques in artificial intelligence (AI) are changing the way that the hiring process occurs. For example, it is now possible for a software program to create a job description without the assistance of an HR professional.
Once applications are submitted, companies can use an applicant tracking system (ATS) to scan through submitted resumes and select the ones that are most relevant to the job posting, eliminating the need for significant time spent by HR and the hiring manager to choose candidates for interviews.
Artificial intelligence is expanding to include other techniques designed to improve the hiring process, as well. For example, software is available that searches through LinkedIn profiles in an effort to find individuals who appear to have qualifications that are the most relevant to a job posting.
The Digital Transformation of Onboarding
Rather than working directly with the HR department to complete a number of different onboarding requirements, more companies are leveraging cloud software to quickly get new employees up to speed.
These tools can provide new hires with the forms that are necessary for taxes and compliance. These tools can also provide new employees with instructions for company-specific activities, such as setting up access to an ERP or connecting to a VPN.
Videos can be recorded by the company and provided to new employees. New hires can watch these on their own time to understand employee benefits, diversity and inclusion programs, and the overall company culture. This is a huge improvement from the days in which long sessions were conducted with HR professionals on a one-on-one or group basis.
Improved Data Protection and Compliance
There are vast numbers of laws surrounding HR departments, employees, and employers. Staying on top of law changes and ensuring the company implements them correctly can be difficult for HR professionals.
New software has become available to help companies maintain their state and federal compliance activities. These tools are especially helpful for companies that operate in a number of jurisdictions.
As this software develops, companies will increasingly turn to cloud-based compliance solutions to ensure that they can navigate complex issues correctly. Adopting these types of software can lead to a trickle-down effect, reducing liability, increasing diversity in the workplace, and increasing employee retention rates.
Enhanced Analytics
At the heart of any technological transformation is the availability of increased data. HR departments have stored information on employees for years, but the increased availability of analytics will continue to drive performance management practices.
The raw data pulled from analytics could potentially be used to drive decisions related to promotions, compensation, development, and agile cross-functional team staffing. How this data will be used is still unknown, but you can count on business analytics playing a large role in enhancing hiring, employee development, and promotions.
Data created through interactions between an employee and their manager could also go through an enhanced analytics process. The use of this type of data can strengthen the employee review process and identify areas for improvement and training.
Additional Tools to Support Remote Work
The ongoing pandemic has driven many companies to move their employees to a 100% remote work environment. While some companies have reopened their office doors to their workers, others have allowed staff members to continue to work from home or to choose a hybrid solution.
With the continued move toward more flexible work arrangements, solutions that assist companies with managing their remote workforce will become more prominent.
Performance management tools designed to appraise workers (and their managers) in a continuous fashion will become more popular.
While traditional employee appraisals were once handled on an annual basis, there will be more continuous feedback in an AI environment. Such a system could result in weekly, monthly, or quarterly performance reviews.
Training and Development Modules
With the continuation of remote work comes the need for training tools, particularly for new hires.
Since employee training may not be able to be done in a physical environment, it is important to have a set of protocols in place to assist new employees in understanding software and tasks that they will need to complete.
Developing training videos, written instructions, and other materials can be a great way to ensure new staff members are ready to jump into their roles, armed with the knowledge they need to succeed.
Moving Forward
Companies that are willing to adapt to changing HR technologies will be in a better position to harness the potential of their existing employees and hire individuals who fit specific needs. By pursuing these new technological trends in the workplace, you can create a competitive advantage for your company.
