HR technology has sporadically grown in the last few years. The year 2019 was the beginning of nudge- based technology designed to encourage employee engagement with the use of AI tools, and an increase in the use of specified “point” systems. The growing importance of HRIT roles has inspired HR Managers to adapt to recent tech trends to drive efficiencies.
The year 2020 will transform many companies into the continued use of AI-driven technologies and cloud storage of critical HR systems. HR managers will also heighten the increased use of automated communication between employees and their department heads.
As Information Technology evolves, its impact on strategic HR planning grows exponentially, making it easier to communicate, analyze, and compile crucial information in easily accessible databases.
Some HR managers allow the automation of processes, to save on time and resources such as HR Data administration & payroll. In contrast, others restructure operations by reducing the manual data entry jobs, and filing of paper records using storage repository, increasing accuracy and productivity.
We have compiled eight growing HR functions tech trends that experts expect to continue during the upcoming years:
Artificial Intelligence (AI)
Human resources have come a long way with AI and machine learning than other departments—marketing, finance, communications, and procurement. However, the value of AI in human resources can now be used to predict and evaluate employee attrition, for example, to narrow down to more accurate reasoning demonstrating why the specific conclusion was made.
The value in machine learning for HR managers is the power to understand what’s happening within the organization, i.e. with their employees. Leaders require real-time information that gives specific details such as performance reviews, and KPIs, etc. and how data changes over time. The point is to have AI learning that reacts faster than humans in drawing out the required insights react and indexes that point outperformance variables and the workforce available at any time.
- Applicant Tracking
Applicant tracking tops the list for large corporations that receive high volumes of job applicants.AI tools enable HR management to hire new staff and track the candidate’s journey from the interview stage to the induction stage. AI helps to speed up the process by helping hiring managers make informed decisions and give automated feedback to the applicants.
- Detecting Attrition
Employee attrition is common in any organization under normal circumstances. Understanding why individuals decide to stay or leave a job is an HR management concern and should not be taken lightly. AI helps managers to Identify attrition risk with innovative pattern recognition by observing a group of variables to find answers within a short period instead of analyzing heaps of filed data.
Growth in Engagement Capacity
HR managers are transforming how they account for employee engagement, and HRIT continues to evolve to support this emerging shift.
More organizations embrace the use of tech-based listening devices to conduct annual surveys, which measure engagement. The new development represents a significant change, compared to the last three years when the use of non-tech tools did not affect HR as we see today.
In 2015, research by Gartner revealed that 89 percent of mid-sized businesses to large corporations preferred the use of annual surveys to measure employee engagement.
The study further revealed that only 30 percent used non-traditional techniques such as; analyzing staff movement data, tracking employee activities through tech embedded ID tags; computer tracks that monitor their online activities while at the workplace including email services, and browsing on the web or internal communications, etc.
The growing employee engagement platforms embraced by HR technology in various departments present a perfect opportunity for enhanced communication for both medium-sized and big companies.
Growth of ‘Nudge-based’ Tools
Now imagine you had systems that monitored employee productivity at a computer workstation. Nudges’ are nosy little apps that urge employees to focus on their tasks, take short breaks, or analyze data and give suggestions for improvement.
Cultivate is one such software, a digital coach for managers that analyzes internal communication systems such as emails, calendars, etc., and how HR managers interpret direct reports. The tool gives machine-learning suggestions to managers on how they can improve performance, by say, spending more time training and guiding individual employees.
Nudgets enable managers to send automated nudges to their employees and give feedback or short videos as they conduct reviews and provide effective recognition. This role allows HR to offer timely guidance and assistance with essential tasks as required, only through an efficient system.
Growing Significance of the HRIT Role
The growth seen in HRIT today inspires managers to continue with the implementation of HR trends in the industry. Cloud data storage is one of the most appreciated HRIT strategies by HR leaders. The role of human resource specialists in cloud environments is growing tremendously, and these roles profoundly affect technology configuration and data security because HR is the heartbeat of most companies. Furthermore, HR deals with more integration issues and data security than other departments in the company.
Faster Cloud Migration of Core HR Systems
Research from PricewaterhouseCoopers reveals that 75% of Companies with HR departments have integrated some of the critical HR processes in cloud storage. Another 40% have moved their core management systems there.
A further 26% of companies plan to move essential systems to the cloud within 12 months. Moving HR core systems to the cloud, like international payroll or in-house pension schemes is a measure of the seriousness big corporations perceive technology integration within their organizations.
A growing trend with specialized technology solutions appeals to HR leaders since 2019. These systems target essential HR functions like recruitment, performance management, or training with emerging businesses and medium-sized companies as an innovation basket.
HR leaders can now integrate Point systems more quickly with expansive talent management suites by using application programming interfaces (APIs). Integrations that took six to nine months to fully assimilate now take only six to nine days with the accurate APIs.
Artificial Intelligence ‘Push’ References
The fast-tracking application of Artificial Intelligence (AI) to workforce data will allow relevant statistics to “find” personnel during the recruitment period. AI enables navigation of simplified learning and development options and performing tasks such as onboarding procedures, employee benefits selection among other key HR hiring processes with IT service ticketing.
Leaders in HRIT must ensure that employee data is securely stored with appropriate identification codes to keep track of their progress in the future. Safeguarding information in an electronic database makes it easier to analyze when working on hiring strategies, career progression planning, and training needs of your staff.
HR managers can easily access data reports to determine personnel details such as tenure, hiring criteria, and the total number of employees during reviews or when conducting a staff audit in the department.
As HRIT roles continue to impact business functions in companies, efficient AI apps have three essential functions mainly:
- Storage Expertise
- Data science
- Design/user experience
The best solutions in HRIT today are not about replacing humans with technology, but to enable accurate decision making with the use of machines as a reliable tool. HRIT brings about the future development of a faster approach to performing tasks, and the prevention of wasted time in redundant administration work and more of efficiency in handling time-consuming duties.