HR is moving along with (IoT), the Internet of Things, Artificial Intelligence, Robotics Process Automation (RPA), and Virtual Reality (VR) to develop a workforce with a mixture of machine capabilities and personal skills. While these tech trends need attention for your HR department, technology moves so fast do not be surprised to hear new market disruptors while you’re sitting on your heels and undecided in which direction you should go.
Companies will continue to see changes in the market as has always been the case in the business world. Technology makes these changes seem faster than ever, and any HR manager should prepare their organizations for such prospects.
There is already an abundance of available technology to businesses, and Human Resource leaders. You need to embrace the ever-changing times. The advancements in technology will see a huge change in the association between employees and organizations.
Here’s a list of what’s already in the market for HR leaders to adopt. HR technology and their IT guru counterparts should embrace these trends in 2020.
Virtual Reality in HR
Have you ever thought of conducting interviews online? Many companies have evolved into virtual reality to headhunt, recruit, and train qualified candidates. Potential candidates get to wear a virtual reality headset to get a feel of the job atmosphere. This immersive virtual tour of the company gives HR managers new strategies to deliver training, have the candidates meet crucial leadership, and foster enthusiasm at work.
With VR recruitment, employers can see the candidates’ reactions, and monitor their behavior – this technology enables you to engage the potential hires in puzzle tests, and let them explore the space. You will pick recruit’s search patterns to measure if they are the right fit for your organization.
Modernizing Training in Organizations
VR is transforming training strategies and delivery methods. Large organizations that require mass training are already using this technology to fats track their training needs. The British Army unveiled a trial program to train soldiers using VR and fast-food chain KFC has fast adopted into VR since 2017, and they’re now using a VR game to teach employees how to make fried chicken.
The role of VR is to give employees a sense of the daily activities of their jobs. The use of VR for recruitment and training staff is still a pipedream for most companies; experts believe this is the future of tech in HR.
A VR tour can help build empathy – employees experience what it feels to perform someone else’s challenging job. It gives workplace staff the reality of the job output. VR allows the employees to hear the tone, see the body language, and experience the whole perspective.
‘Augmented analytics’ is a new category of smart software that promises to deliver a better accessible way to evaluate and develop decisions from People data.
An augmented analytics structure can routinely clean, analyze, and translate visions into actionable steps for HR executives, with minimal supervision from tech specialists.
As HR leaders initiate building and training their teams, they will require these data insights to present to business stakeholders and help boost real-time decision making.
Practical Artificial Intelligence
Chief Analyst at Lighthouse Research and Advisory, Ben Eubanks, talks about ‘Artificial Intelligence for HR‘ in his book, how AI offers possible solutions to solve the daily problems the HR departments face from time to time. Eubank says, “Instead of looking at it from a theoretical perspective, HR leaders will have to look at the technology very practically to find ways it can support their goals.”
Natural Language Processing
Another branch of AI is the Natural language processing that allows the software to understand written or spoken form of human language. Some companies are already using chatbots to handle the early stages of the recruitment process and interact with applicants. Chatbots can request for resumes, ask screening questions about a candidate’s knowledge and skills, and further schedule an interview with the HR leaders where possible.
As technology progresses, natural language dispensation will penetrate more in many HR functions ranging from real-time reporting to automated self-service tasks.
“With natural language processing, the growth in AI changes the work our people do, and how technology sits alongside human capability is a significant growth area for us, as it is for all employers,” states HMRC’s Wallington. Chatbots and automation of tasks and processes are relatively new, and HR should continue to explore it for better outcomes.
Robotic Process Automation in HR
Robotic process automation (RPA) involves the execution of streamlined business processes in the HR department with little or no human input. RPA works through bots by taking over high volume repetitive tasks from the HR department and relieves staff of time to handle other human-oriented tasks, significantly improving the speed and accuracy of data processing. RPA can take over your payroll (for large firms) benefits registration and compliance that all require repetitive labor.
According to a study done by Deloitte’ on Global Human Capital Trends in 2017 found that 22 percent of performing HR organizations has implemented RPA compared with a paltry 6 percent of the mid-level performing companies.
A dozen of the HR global shared services expect about 10-20 percent savings to their overheads and overall profits.
Getting Started with RPA
If you consider adopting RPA, start by identifying the top processes for automation in your company based on volume, standard procedures, and density, and then pilot a few bots in those needy areas. The best part about this software technology is that it is easily merged with your current HR technology platforms, so you do not need to disrupt or replace a payroll system, for instance. RPA logs in at the interface layer as an employee would.
Costs of installing RPA software vary with the development of bots – These can be developed in-house or by a tech dealer through the company’s procurement process. The prices you would consider with installing RPA include:
- Bot licensing fees
- Installation fees
- Development and maintenance overheads
Experts believe that the cost of RPA will decrease over time as demand goes up, and tech experts learn how to develop the necessary bots. Integration with technology in large scale HR functions will soon grow and see more and more tasks automated to save on time and operational costs.
HR can Lead the Digital Change
For many HR experts, it’s a bold move to integrate these technologies into the HR department. It’s not about adopting technology trends but more about streamlining core functions such as recruitment, payroll administration training, etc., to increase overall efficiency.
As an HR leader, you have to ensure that your teams are ready for change and that they understand it is necessary, not to declare them redundant but to make life easier around office responsibilities. Encourage the IT team in your organization to help as much as possible for smooth integration. Change Management plays a critical role in transforming the organization digitally.
Lastly, ensure you have the policies and authorization to implement such a project to have all of your tech people, internal systems, and processes functioning to achieve the desired outcomes.
Nobody expects HR to adopt all the technical possibilities as an expert tech executive. Still, HR leaders can be involved with taking charge and encouraging their teams on how these processes will affect the entire organization, the community, and how to merge machine/human tasks. It still brings other points to the discussion: how will this affect our people, how can we blend human and computer competencies?