HR’s position keeps getting stronger and needs to be supported well enough to drive businesses to move forward. HR tech can play a crucial role in leveraging HR to achieve its goals post-pandemic.
What are the current trends in HR?
Various sources have vastly discussed the challenges faced by HR in the new year and the directions it shall take. However, there are the points that appear in most of them, and they come down to the following:
- well-being at work, also in remote mode
- reskilling and upskilling of employees and maximizing their potential
- human approach linked with automation to speed up processes
- developing future-driven workforce planning with the use of analytics
- focus on the business impact of HR by putting emphasis on specific employee strengths
How can technology help you address them?
1.The well-being of employees and employee experience
HR platforms play an increasingly important role in boosting employee experience. Platforms that help keep employees’ satisfaction during remote work in check, e.g., by frequent surveying, feedback, and appraisal, already help HR elevate employee engagement.
2. Reskilling, upskilling, and unleashing employees’ strengths with intuitively designed courses and social learning
Designing the right learning path can boost engagement in online learning. (Let’s keep in mind that online courses can be great engagement-drivers provided that there is a clear need of implementing training.) What’s more, gathering viable knowledge that employees can come back to and refresh at any moment in time are efficient measures in reskilling and upskilling.
Social learning is a powerful tool to consolidate knowledge and motivate employees. It can be put into action through effective communication tools integrated into the learning management system. Channels, branded newsletters do not merely make social learning in the remote environment possible but also more powerful
3. Human approach powered by automation of processes and menial tasks
Everyone who uses an HR tech solution they are satisfied will admit that automation takes a lot of burden off the HR’s shoulders. The possibility to make learning and talent management operations and administrative tasks automatic creates two critical opportunities.
The first being the time to focus more on business impact. More time on strategic planning in alignment with business is a powerful way to stay in a key position in an organization. The second benefit of automation, on the other hand, concerns the ‘H’ in HR. The time saved on manual work and human errors can be well spent in HR’s primary role, which is consulting and being there for others.
4. Planning for the future with data models
HR tech solutions that provide the options to analyze skills gaps and efficiently assess employees’ strengths and weaknesses help HR leaders plan development, hiring, reskilling, and upskilling actions.
Predictive analytics is a powerful tool in workforce planning. To give an example, there is a case of a mining company that measured understaffing. As a result, they kept their retention rate. It found a precise 22.5% increase in activity calls is required to justify each additional hire if workloads are to be maintained and burn-out is to be prevented.
5. Discovering employee strengths that fuel business outcomes
This is the area where skills gaps analysis comes into play again. With the knowledge of your employees’ strengths, one can put their key expertise into practice and direct it towards the subjects that intersect business objectives. Here, frequent feedback and appraisal are also a strong tool to empower the employees in that direction.
See for yourself how Talent Management solutions can help you diagnose and close skills gaps.
According to PwC global research, 74% of companies plan to increase their HR tech investments through 2022. When equipped with the right tools, these solutions can positively impact HR in making their work more efficient and supporting meaningful actions and business by driving desired outcomes.