Technology is transforming every aspect of work and workplace. Right from hire to retire whether to streamline operations or handle administrative transactions, technology intervention is at every aspect of employee lifecycle.
Using a wide range of tools, platforms, software, technology, etc., helps not only with speed and accuracy, but also provides quick anytime-anywhere solutions.
Without the use of technology or automation, HR professionals would find themselves surrounded by an umpteen number of administrative tasks in a range of HR functions, with little time to create unique employee experience or have that personal touch.
Especially, in organizations with large number of employees, recruitment, payroll, compliance, performance management etc., consume significant time, energy and effort, with limited room for making meaningful conversations with people.
While use of technology is imperative in every organization, small or big, it is equally important to step back and strike a right balance.
Automation helps to manage various HR functions more efficiently and effectively. However, the value of human touch cannot be undermined as it is equally important to enhance engagement and to bring people together.
Integrating Technology and Human Intervention
To bring a holistic approach, there should be a right balance between the use of technology and human interactions. Repetitive processes, routine tasks, standard queries or obtaining insights using volume of data can be time consuming.
Automating such processes will provide error-free solutions and create a unique experience for employees without spending too much effort. It also frees the bandwidth of HR professionals to connect with employees in meaningful ways which fosters a positive work environment.
Technology is revolutionizing HR across multiple dimensions. Choosing the right mix in every HR function helps in speeding up the process and making an impact.
1- Recruitment
AI-driven recruitment platforms and various Application Tracking Systems (ATS) are designed to handle large volumes.
Automating recruitment processes, right from job posting, screening resumes, finding candidates that match job descriptions to sending communication to candidates can be handled by the technology platform.
Even the initial interview can be conducted by using chatbots. This speeds up the hiring process and gives sufficient time for the hiring team to personally engage with candidates to enhance overall experience.
Thus, using technology in the initial phase to speed up and then taking over at a later stage to converse with candidates, ensures overall good experience for the candidates.
2- Onboarding
When the candidate is hired, one aspect of onboarding can be taken care of by software using Virtual Reality (VR) or augmented reality (AR), which provides employees with necessary information to navigate through the company policies, procedures, processes and contact information.
It is important that the new entrant gets complete information about the organization including overall operations, various departments, code of business conduct and ethics, values etc.
Most important thing which cannot be left to the software is the much-required personal touch, right from extending a warm welcome, showing around the workplace, personal introduction to the team and making them feel a part of the organization that cares for the employees.
3- Learning & Development
Periodically, employees must undergo and complete multiple training programs. Some are mandatory, some are time bound and some are need-based with a mix of long term and short term.
Learning Management Systems (LMS) provides easy access to content at a centralized platform from where everyone can access. We could also customize the content based on individual development plans.
It helps in tracking progress, push notifications for completion with a provision to add assessment after each program for every employee. Such platforms help the HR teams to ensure that there are personalized training modules that provide continuous learning in the organization, enhancing the overall employee skills.
LMS also takes care of remote learning, making training accessible anytime, anywhere, and fostering a culture of growth and development.
However, wherever there is personalized guidance required, including mentorship, coaching, psychological counselling or any such individual connect with the employees, human touch is required by way of engaging with the employees.
4- Payroll and Benefits Administration
Gathering various payroll inputs, calculating tax, other deductions and processing payroll is a complex task.
Automating this whole thing will ensure accuracy in payroll administration and completion within timelines. For instance, automated time and attendance systems eliminate the need for manual timesheets.
Similarly, introducing self-navigating/self-service portals, empowering employees to manage their own employee tasks such as benefits, reimbursements, leaves etc., allows them to have access to their personal information anytime.
However, HR intervention would be required to help them understand the calculations, address discrepancies, if any and manage sensitive information with utmost confidentiality.
5- Performance Management Process
One of the important modules in any HR tool or platform is performance management. It is designed to include the entire performance lifecycle right from goal setting, midterm reviews, annual appraisals till final calibration of performance ratings.
The AI powered tools track employee performance, analyze feedback, and provide data-driven insights for focused performance dialogues and identifying improvement areas.
When managers personally connect with employees with data, they can ensure quality dialogues, detailed performance discussions and capturing feedback for future growth.
6- Employee Engagement and Well-being
Employee Engagement surveys are automated and designed to maintain complete confidentiality. The level of automation helps to gather feedback and provides dashboards manager-wise, department-wise etc.
These reports form a basis for HR teams and managers to introduce initiatives that improve employee satisfaction. Similarly, employee wellness also can be monitored through various wellness apps which are usually integrated with HR platforms to monitor the status.
The data from these surveys, apps, emails and reports provide valuable insights to the management on where to focus and what should be done to boost organizational morale, enhance employee retention and improve productivity.
Thus, while HR Technology can gather feedback, it is HR teams who implement the initiatives that create a supportive work culture.
7- HR Analytics
Automated tools and platforms are essential for HR Analytics. Predictive analytics help HR managers anticipate workforce trends, such as attrition risks and talent gaps.
These tools are also designed to provide data and dashboards that provide real-time insights into workforce productivity and employee satisfaction metrics.
While technology is extremely important for this analysis, how to use the information, what conclusions to draw have to be analyzed by HR Teams and that is where personal intervention is required.
Conclusion
A right blend of technology and human connections brings the right flavor in any organization.
While automation is required to improve speed, accuracy, efficiency, human touch is required to create warmth, personal connect, and humanize all transactions.
Technology platforms give a lot of time for the HR team to free themselves and have meaningful conversation with employees, address workplace issues and foster a culture of empathy and collaboration in the workplace.
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