What changes will technology bring to HR management?
1) The transition from automation to productivity In recent years, technology has greatly contributed to automating and integrating the typical functions of the HR department of companies. In essence, it was possible to activate the transmission of the pay slip online, the keeping of records, the management of training, the management of skills, job interviews, hiring and remuneration.
Certainly these activities have been partly automated and managed in the cloud. It is therefore about the automation of the basic processes of human resource management. It is certainly an important step, that of process automation, inserted in the most popular platforms.
Certainly the automation of basic functions is open to new scenarios, as company managers expect more from an HR management platform.
The watchword becomes “productivity”, so it is necessary to introduce new functions, which allow employees to be involved, and help teams work better together. In essence, there is a strong need to adopt a platform that manages talents and teamwork.
Here are the expected benefits: A single platform that allows employees to interact will facilitate their work and avoid the inappropriate use of emails, online chat platforms and work organization tools that are not integrated with each other An exceptional resource will be available to collect data, in compliance with the regulations in force, on the activity of individuals, on their ability to work in a team, on skills not yet valued and on any difficulties in work and in relationships between colleagues The data, inserted in a talent analytics process, will make it possible to enhance talents, to obtain information on the opportunity for new training for some employees and to plan a salary balance open to merit
2) Continuous monitoring of performance
Another technological element that will transform the work of People Managers is the inclusion of continuous performance management in HR management platforms, which can really help transform work in the company.
The technology will enable a new ongoing process to be developed for goal setting, coaching and performance evaluation.
In fact, most of the current Human Capital Management platforms, or HCM, do not yet have these functions, however new cloud software also focused on the team are appearing on the market and the trend will certainly be followed by all manufacturers.
It is therefore a question of creating a tool capable of measuring engagement in real time, activating the automated request for feedback from employees and also carrying out sentiment and organizational network analysis activities, carrying out the Organizational Network Analysis.
The introduction of feedback tools through internal company surveys is already available on some ERP platforms and on talent management systems. Its use makes a series of high added value assessments available to the company.
3) The evolution of human resource training
Through new advances in the fields of Artificial Intelligence (AI), Augmented Reality (AR), Virtual Reality (VR) and Machine Learning, technology is transforming the education sector.
Using new technologies correctly can help improve employee performance. Their use can benefit employees because it offers new customizable experiences, more innovative than face-to-face training.
Technologies can make high-risk situations safe for training purposes.
Let’s imagine a company fire-fighting team, which can be trained through simulation software that will allow us to subsequently analyze the errors made in compliance with the procedures to improve performance, in complete safety.
Analysts predict that investments in these technologies will increase exponentially in the coming years.
So a new generation of business learning tools is finally on the market.
It is an “experience platform”, a new generation of learning platforms. Virtual reality-based training is already on the market and new platforms allow employees to publish and share training content, if anything monitored by corporate training managers.
4) Technology and the recruiting market
Recruitment is one of the essential functions in the area of human resource management.
The selection of candidates for high volumes, in the field of hospitality, services and retail, can be automated through chatbots and new tools.
This area of HR technology is proving to be the most dynamic and innovative, because in this way recruiters already have an initial evaluation of candidates.
The difficulty in selecting personnel is that the required profiles are increasingly hybrid and changing rapidly, so the new tools can help select people with learning skills, equipped not only with technical or cognitive skills, but also interested in technology and innovation.
In ten years, people recruited today will find themselves using technologies different from those used up to now. The aptitude for change and innovation is an increasingly sought after skill.
5) Tools for People Analytics in great development
People Analytics software is increasingly in demand by companies and technology will introduce them in the next few years in the offices that operate in the HR field.
Until now, employee data was collected in a personal data database, with the elements of remuneration and not much else.
Today we are testing integrated solutions driven by artificial intelligence, with predictive functions.
At a company level, the ONA software market is growing, confirming that there is an interest in analyzing relationships. Basically, it is possible to integrate data relating to performance, role and turnover produced with relational data, which concern the people with whom he collaborates, the teams he belongs to and the performance evaluation, with those on sentiment and sense of membership.
In this way, employee satisfaction with the company can also be assessed, providing for their exit and preventing searches for new positions with motivational tools