The rate and pace of change in Human Resource sector is more rapid than ever before. It’s here to stay and it’s no longer an option to ignore or bury one’s head in the proverbial sand. If an organization or business have not yet embraced or kept up to date with the latest technological advances in HR then they’re already seriously behind their competitors.
Here are some of the advancements in technology that are already impacting HR.
1. HR Systems & Software
We’ve had various HR Management systems over the last decade that’s not new (Applicant Tracking Systems, ATS, Learning Management Systems LMS, Enterprise Resource Planning Systems, ERP, etc.). However, we are now seeing the emergence of Manager and Employee Self Service – not just tools for HR professionals anymore but tools for managers and employees so that they can manage their own data, holiday requests, learning and development and drive their own careers.
2. Big Data
This is the latest big trend for HR and a must-have capability – big data and analytics. We are somewhat overwhelmed with the sheer volume, speed and availability of data in the quest to remain competitive. This need for rich insightful information on people and culture and solving business problems will be a massive challenge in the near future for HR to partner effectively with the business.
3. Mobile phones & apps
One of the biggest changes in the last couple of years and is predicted to continue to grow is the use of mobile phones and apps. Research shows people are spending 5 hours or more a day on their phones and they’re using their phones for all sorts of interaction from gaming, social networking, listening to music, viewing videos, managing their banking and finance and much more. This form of media is far reaching so it makes commercial sense for HR to move towards HR tools as mobile applications because they are simple and easy to use – swipe and flick!
4. Cloud Computing
This is another must-have for the future of HR. Cloud computing offers benefits such as cost reduction as there’s no need for expensive server space, software licenses, or in-house IT technicians, fast access to innovation (meaning updates and upgrades are delivered instantly with no waiting for IT), flexibility and mobility as users can access critical information anywhere and anytime, when traveling, working at home or in a different office location.
5. Workplace Demographics
What has workplace demographics got to do with technological advances and the impact on HR? For the first time in modern history we are experiencing four generations working together and this fact must be considered when implementing any change program particularly involving technology. This will impact how individuals embrace new technological changes as each generation has different expectations and values on how to interact, communicate, learn, and engage. These factors contribute to an individual’s motivation and therefore, impacts on productivity and profitability.
Organizations must be ready for these technological changes and learn to continuously adapt, evolve and embrace in order to thrive and remain productive and competitive. Change management and acknowledgement of the differences between stakeholders must feature in any business strategy to be able to successfully implement new HR processes and systems.