HR Tech Trends

 

Introduction

There are lots of business organizations that utilize technology inappropriately in personnel management and personnel operations. For example, the famous incident where Amazon Inc had biased recruiting algorithms and Uber’s facial recognition feature supposedly discriminating towards racial or marginalized ethnic group drivers demonstrate that technology should be used wisely in people operations. (Butler 2021; Dastin 2018). Considering all departments of an organization, HR should drive the ethical implementation of technology. HR Tech is a common term used for comprehensive hardware and software employed to facilitate automation in human resources (ChangeBoard Team 2020). Today, more Human resources departments utilize technology to recruit talent (ex-55% HR departments in the USA) and other personnel purposes (ex-upskilling existing personnel through Artificial Intelligence). Hence, it is paramount for HR departments to ensure that HR tech delivers the intended objectives and goals (Engler 2021; Vulpen 2021; Whiting 2021).



Source: https://medium.com/qpage/how-technology-is-changing-human-resource-management-1dc3f5053f37

The impact of HR Tech

Tech-savvy HR professionals

Since HR tech is advancing rapidly, Human resource personnel must become familiar with these HR-related technologies sooner. It is paramount for them to acquire proficiency to comprehend the essential components of these technologies. This will enable them to make informed decisions when selecting technologies needed for their organizations. A US survey showed that 41% of HR personnel in the USA possess technological competencies. Furthermore, HR personnel need to comprehend personnel-related data better to implement personnel-centric analytical results in respective organizations. They need to have the capability to derive meaningful results from personnel data.

Changes in recruiter’s role

The recruitment process has transformed into a virtual affair due to the pandemic. Newer and advanced technologies have aided the new recruiting. Virtual assessments and interviews are taking place, allowing candidates to face the recruiting process from anywhere. Artificial-intelligence-centric candidate applications offer more efficacious recruitment whilst companies can scout distinct job applications swiftly.

Advancements in collaborative working

The pandemic and working from anywhere has surfaced the idea of collaborative working has come to the front. The importance of collaborative platforms and applications have been augmented significantly to improve the productivity of remote teams. Features such as document share, real-time update dashboards, and real-time communication have increased the efficacy of personnel scattered in different places. Hence, collaborative working has been embedded into work cultures for the foreseeable future.

Conclusion

With HR tech's adaptation becoming progressively standard, HR needs to obtain the leadership in these transformation processes and gauge their influence and status. Since HR already possess the necessary expertise, they should perform a pivotal role in implementing HR tech. This will demand more close cooperation and collaboration with different departments. Human resources are required to connect management and organizational needs with the capabilities of employees. It can be assisting intrinsic talent markets, assuring greater collaboration in the new normal work setting, driving purpose via organizational activities and culture, or transforming towards data-centric decisions, which HR requires to take the initiative.

References

Butler, BS 2021, ‘Uber facing new UK driver claims of racial discrimination’, The Guardian, 6 October, viewed 6 December 2021, <https://www.theguardian.com/technology/2021/oct/06/uber-facing-new-uk-driver-claims-of-racial-discrimination>

ChangeBoard Team 2020, What is HR tech? Why is HR tech important? An overview, ChangeBoard, viewed 8 December 2021, <https://www.changeboard.com/article-details/17038/what-is-hr-tech-why-is-hr-tech-important-an-overview/>

Clarke, E 2020, ‘How HR, HR tech fit into an organization’s purpose’, Human Resource Executive, 28 October, viewed 9 December 2021, <https://hrexecutive.com/how-hr-and-hr-tech-fit-into-an-organizations-purpose/>

Dastin, J 2018, ‘Amazon scraps secret AI recruiting tool that showed bias against women’, Reuters, 11 October, viewed 6 December 2021, <https://www.reuters.com/article/us-amazon-com-jobs-automation-insight-idUSKCN1MK08G>

Engler, A 2021, We're using AI more and more for hiring. How can we ensure it's fair?, World Economic Forum, viewed 7 December 2021, <https://www.weforum.org/agenda/2021/06/auditing-employment-algorithms-discrimination-fairness/>

Johnson, R & Gueutal, H 2011, Transforming HR through Technology, the Society for Human Resource Management, viewed 8 December 2021, <https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/documents/hr-technology.pdf>

Narayanan, Y 2021, ‘Role of HR Technology in the future workplace’, The Times of India, 9 September, viewed 9 December 2021, <https://timesofindia.indiatimes.com/blogs/voices/role-of-hr-technology-in-the-future-workplace/>

Vulpen, E 2021, ‘11 HR Trends for 2022: Driving Change and Adding Business Value’, AIHR Academy Blog, weblog post, 11 November, viewed 7 December 2021, <https://www.aihr.com/blog/hr-trends/>

Vulpen, E 2021, ‘The current state of HR competencies: Only 2 in 10 HR professionals have future-proof skills’, AIHR Academy Blog, weblog post, 2 October, viewed 8 December 2021,<https://www.aihr.com/blog/hr-competency-research-statistics/>

Whiting, K 2021, This is how AI can unlock hidden talent in the workplace, World Economic Forum, viewed 7 December 2021, <https://www.weforum.org/agenda/2021/06/jobs-work-skills-future-automation-ai/>

Comments

Post a Comment

Popular posts from this blog

Diversity, Equality, and Inclusion Elevation

Image
  Introduction It is important to note that diversity, equality, and inclusion are turning into a sprouting focus domain for companies recently. Distinct movements (ex-Black lives matter, #Metoo, LGBTQ, etc.) have augmented and feigned companies to provide a higher position to diversity, equality, and inclusion ( Owen 2021 ). In return, several organizations (ex-Google, Nielsen, etc.) are offering more emphasis to diversity, equality, and inclusion compared to former times ( Totah 2020 ). At present, organizations are embedding diversity, equality, and inclusion in most organizational components such as personnel engagement reviews, recruitment, and providing a higher voice for all employees' ideas, etc. Source: https://www.bnl.gov/do/id/ Diversity, Equality, and Inclusion Trends   Diversity, Equality, and Inclusion discussion pervadation Discussions taking place outside an organization regarding diversity, equality, and inclusion are augmenting the need for human resour...
Read more

Lead and Manage People

Image
  Lead and Manage People There are numerous strategies that theorists have come up over the past decades to motivate one of the most important resources in a business, which is human resources. They say labor is a factor of production and payment for labor is wages. Wages has been motivating workers during the World War years because money was an element that was essential and was insufficient. As time passed, wages became a part of motivation.  Hierarchy of needs brought up by Abraham Maslow would be an ideal strategy. Maslow’s Hierarchy of needs demonstrated five main elements that would motivate an individual and they are (physiological, safety-security, belongingness, esteem, and self-actualization), The most important thing is physiological needs which are the basic essentials necessary for any human being. Then safety both personal and job, then social needs which gives workers a sense of belonging, esteem needs which gives recognition to the workers and self-actualizati...
Read more

Work-Life Balance Maintenance

Image
  Work-Life Balance Maintenance Introduction Individuals are contented according to distinct factors and distinct levels. In particular, a particular group of individuals considers personal committals as the primary content factor whilst another group of individuals consider work as the principal content factor.   Moreover, Generation X employees ascertain work as a method for fulfilling ends, and generation Y personnel contemplates the profession as a core-life activity ( Wedgwood 2019, para.7 ) . Work-life balance is identified as a fitting technique in systematizing work and non-work which contains career aspirations and life extraneous to work (personal committals, recreation, pleasure, spiritualism, etc.) (Beauregard & Henry 2009). Figure 1 : Work Life Balance Source: https://www.versoaltima.com/work-life-balance/ Work-Life Balance Maintenance 1.      Schedules of work The focal emphasis of work-life balance is balancing job obligation...
Read more