Human Resources (HR) is a people profession. This industry that is known to be very human and personal, is accepting the digital transformation with ease. The new-age HR is adapting technology to attract and retain top talent.
Technology has made its way to all HR operations resulting in a major shift in the way employers contact employees, store and analyse data, and evaluate employee performance.
Organisations are increasingly using technology to liberate HR professionals from administrative burdens and help them recruit and engage quality employees, and boost their productivity.
Below are the HR technology trends that are enabling businesses to prepare to thrive in the post-pandemic world.
Using digital tools to measure employee productivity and enhancing employee wellbeing
The work-from-home (WFH) culture created by the ongoing pandemic has increased the pressure among the employees to perform and get recognised. A remote working environment has also made measuring workforce productivity difficult.
Businesses are finding the solution to these issues with new emerging technologies. These technologies are allowing employers to track business outcomes and KPIs in real-time. They are also helping manage the turn-around times for workflows across the value chain.
Digital tools are helping organisations enhance workplace interactions which will enable them to relook at their employee productivity metrics and redefine performance norms.
As a step towards ensuring employee wellbeing, organisations will need to harness the power of data and technology to offer customised physical, mental and financial wellbeing support to employees. The trend of the future is high-tech wellness support that does not involve biases or judgement.
Moving HR ecosystems to mobile apps to ensure a seamless employee experience:
Businesses will continue to operate remotely as the country experiences waves of COVID-19. Hence, there is a need to make all the HR processes remotely possible. Mobile apps are their best bet. Hence, many organisations are designing an app-based HR ecosystem that can provide holistic coverage of all touchpoints in an employee’s lifecycle. It is ‘self-service’ kind and can be used remotely.
In the HR space, there are a plethora of technology solutions available. Employers will now need to integrate these holistically with their HRMS platforms to provide an on-demand and seamless experience to employees from the safety and comfort of their homes.
Redefining employee interactions using Gen-next digital and virtual collaboration and communication tools
The immediate shift to collaboration platforms such as Zoom, Slack and MS Teams has been managed effectively by most organisations. The next step is to enhance the collaboration culture through innovation. Organisations now need to leverage cloud-based collaboration and engagement platforms such as Workplace by Facebook and implement technologies that can mirror human-to-human physical interactions that have been a cornerstone of our workspace experience.
Building functional capabilities with AI/ ML-based ecosystems
To stay ahead of the curve as organisation structures, roles and capabilities evolve, it will be imperative to use Artificial Intelligence (AI) or Machine Learning (ML)-based platforms. These technologies can help them identify emerging functional competencies, curating learning content at scale, and thus executing personalised development journeys for the entire workforce.
Optimising workforce costs by utilising analytics tools
As businesses battle the slowdown in domestic and global demand, logistical challenges and raw material availability; employee costs continue to remain a huge cause of concern. To tackle the concern, they will need to deploy a zero-based workforce planning that is based on digital job evaluation and other strategic workforce planning tools.
COVID-19 will likely continue to torment the global economy well into 2021 and businesses will follow an inconsistent and erratic recovery path. In such a scenario, analytics tools can help organisations ensure that they are re-aligned to new business realities. They can optimize vertical hierarchies with minimal operating levels and hence enable agility, and quick decision-making. New-age analytical tools are also used to identifying grade escalation cases where the role’s worth is not in sync with compensation being paid.
Lastly, it is technology and analytics that will help organisations take advantage of the growing gig economy and “flexibilize” the workforce costs to the extent possible.
Views expressed above are the author’s own.
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