From hiring the right people to on-boarding them effectively to storing their information securely, HR has moved from a back-end support role to a front-line strategic function.
As an HR pro, it’s no secret that your job is harder than ever. Technology can be an enabler of HR transformation and a potential driver of greater efficiency and effectiveness. With the right tools, you can manage, track and engage your employees, all from your
mobile device or computer. Using a survey platform to keep track of employee satisfaction and suggestions can help keep HR stay connected. You can keep track of employee feedback and take action in the areas that matter most to employees.
New technologies can allow passive recruiting to flourish. Tools that are integrated with the company’s information services can help recruiters locate high quality candidates. Most companies use automated systems for payroll processes, and many find that by
incorporating information systems with human resources (HRIS).
they can do a number of tasks more efficiently. Resources like Learning Management Systems (LMS) and Learning Content Systems (LCS) give employees and employers effective ways to administer and manage e-learning efforts. Employee self-service (ESS) and manager self-service (MSS) are additional technologies that help reduce departmental costs. Performance management and evaluation is a common place for technology in HR.
EY says HR Technology is adapting the rapidly changing workforce, leading to the rise of new software delivery models with Social, Mobile and Analytical capabilities.
HOW HR TECHNOLOGY HAS EVOLVED
HR technology seems to have been around for quite some time now and this has emerged significantly in last few years which reveal significant milestones in the evolution of HR Tech itself.The Key Driver to this transformation has been SMAC- Social, mobile, analytics and cloud.
Within a span of five years, HR tools and techniques that are driven by these technologies have defined the “future of HR”. For example, more than 5000 companies have moved to the cloud in the past five years. Yes, some companies are still using their legacy on-premise HR software, but the trend is slowly dying, with everyone vying for the cloud. The pace of adoption of these futuristic HR technologies is increasing.
The entire organizational structure and responsibilities are changing for the better. HR is imbibing to be able to create an effective HR intervention. Take the case of recruitment. Earlier, recruiters would rely only on Naukri.com/Monster.com / LinkedIn to scout for
talent, and IT firewalls opened just enough to allow them to access this professional networking site. Today, we see recruiters turning to various social media platforms to engage and attract potential candidates. Another high-impact change is the dynamic nature of performance management. Fluidic and always-on review systems are allowing HR to replace annual performance reviews by on-the-go check-ins.
Video technologies are helping the cause of employee communications, bringing leadership messaging and engagement closer to the employee. Of course, it is the technology changes that came first and drove the subsequent evolution of HR.
TYPES OF HR TECHNOLOGY
Core HR Technology: The core HR focuses on the three fundamental functions of human resources management: benefits administration, personnel tracking, as well as payroll. Some of the tools being used are:
Benefits administration– OmnipriseHRM, Triton HR, and Epicor HR.
Payroll Example vendors – Halogen, Tribe HR, and Vista HRMS.
Personnel tracking– Sage HRMS, Lawson HR, and Ascentis.
Workforce Management:These are the range of software tools intended to efficiently schedule and monitor your workforce where employees are working in shifts, and include solutions to monitor time and attendance, track compliance. Some of the tools are:
Time and attendance : LaborVIEW, TimeForgeLabor Management, and Kronos.
Employee scheduling: Sage HRMS, Ascentis, and UltiPro.
Strategic HR :It expands business by attracting and cultivating the best people, and better handling workforce overall. It focuses on the tracking of relation between employee and actual work Such as:
Employee evaluation: Empower by ECI, People-Trak, and Cornerstone CSB.
Applicant tracking systems (ATS): MarketRate, iCIMS, and NuViewHR.
L & D, Example tools: Halogen Talent Management Suite, SmartTeam, and Prosperity LMS
Top 10 Most Popular HR Software
|HR Software||Rating (Out of 10)||User Satisfaction|
|2. Zoho People||9.6||99%|
|5. iCIMS Talent Acquisition||9||100%|
|6. Zoho Recruit||8.9||99%|
|8. Gusto HR||8.8||97%|
HR TECHNOLOGY FOR 2018: 5 MAJOR DISRUPTIONS AHEAD
According to Josh Bersin, HR Technology Disruptions for 2018, there are 10 Disruptions and 5 majors are as follows:
1. A Massive Shift from Automation to Productivity The focus on HR technology automating and integrating HR practices like online payroll, record-keeping, learning management, and many other core features, is moving on to Productivity. There’s a new focus on team-based mobile-enabled tools for workforce productivity. Also, according to advisory company Deloitte, workforce productivity tools will be the number one technology disruption for 2018.
2. HRMS And HCM Cloud Solutions Cloud-based HR has become increasingly popular over the past five years, offering financials and other Enterprise resource planning (ERP) solutions. Despite these rapidly maturing solutions, only about 40% of companies today use cloud HCM solutions, and the migration often takes 2-3 years or longer. Like the “Modern Learning” trend has already started to prove, it isn’t a case of “if” your organization adopts cloud solutions – it’s more a case of when.
3. Continuous Performance Management Continuous performance management is possible, it works, and it can transform your company. CPM falls under the HCM umbrella.
It does not talk about going away with ratings; rather it talks about building a new, ongoing process for goal setting, coaching, evaluation, and feedback.Employers are looking for CPM tools that adapt as people move between projects and teams.
4. Intelligent Self-Service Tools In today’s HR technology environment perhaps the most important new market is the fast-growing need for self-service, employee experience
platforms and AI is also coming fast. So accordingly, we need to build apps and upgrade our employee portal. Most of these tools make training, expense reporting, time tracking, and almost every other HR function easy.
5. Innovation within HR Itself HR departments are experimenting with new performance management models, new learning strategies, new ways to reduce bias,
and new techniques to recruit and coach people. Innovation is now coming from HR functions themselves. HR departments are thinking more creatively, asking more questions, and pushing vendors to adapt to new management models by demanding solutions that are more team-centric, intelligent, and easy to use.This shifts to a disruption itself
– forcing the HR technology community to move even faster than ever.
2018: THE FUTURE OF HR TECHNOLOGY
As the technology and technological solutions in HR continue to advance at faster pace with big data, AI, robots etc it seems 2018 is going to be a really interesting year for the HR department.
GREATER CONNECTIVITY MEANS BETTER PRODUCTIVITY According to advisory company Deloitte, in 2018 we can expect to see workplace productivity tools that look more like social networks where employees can post pictures, create groups, and communicate within teams.
L&D GETS SCHOOLED WITH NEW TECHNOLOGY According the Sierra-Cedar HR Systems Survey for 2017-2018, we can expect 2018 to be a good year for Learning and Development teams.We expect to see more VR and AR learning solutions being employed to teach employees what they need to know in the moment. Business software marketplace Capterra predicts the workers of 2018 will be learning in virtual reality and augmented reality classrooms.
INTELLIGENT SYSTEMS OFFER SELF-SERVICE HR OPTIONS
Tom Haak of HR Trend Institute,expects that in 2018, that service center will include friendly chatbots and other programmed processes which will take the pressure off high-level HR professionals and free them up to do more sophisticated work.
One of the newest kids on the block in HR is the concept of “cultureboarding.”Essentially, cultureboarding takes new hire training to a higher level by integrating elements of organizational culture into the onboarding process. In 2018, we expect to see more
companies focusing on the concept, and using new technology to kick the process up a notch.
ALL THESE TOOLS WILL AUGMENT HUMANS — NOT REPLACE THEM
The big data analytics and artificial intelligence behind these tools will serve to augment a HR professional’s job performance, freeing them to spend more time and energy on the human side of HR.From AI-assisted ranking of resumes and automated scheduling of
interviews with candidates to monitoring key performance indicators in order to keep employees happier, technology will continue to integrate itself in the HR department.
According to a study from payroll company Paycor, almost half of HR and business leaders believe core HR functions will be automated by 2022. And that will prove to be a good thing for forward-thinking HR departments. As Karen Crone, chief HR officer of Paycor told
SHRM, ”Over the next five years, look for the most successful teams to embrace technology and focus more on performance.” The world of HR technology is innovative, effective, exciting, and employee-focused – as companies shift their focus to teams,
engagement, wellbeing, and empowerment, new advanced technologies are available time to time, so start looking around – The technology change!
#editorial by Ruby Kumar and Kashesh Verma