Crises are fertile grounds for innovation and the pandemic has taught us just that. As organisations worldwide pivot their business models to embrace technological transformations to be more flexible and responsive, the one function that cannot be left behind is human resources.
HR has moved from being a simple administrative unit to a more nuanced function, integrated into business strategy. Technology can help HR leaders to maximise their recruitment efforts, make data-backed decisions, identify employee trends, build their talent roadmap, and optimise costs and impact.
The new possible: How HR can help build the organization of the future, an article published by McKinsey states that human resource leaders can help build the organisations of the future by focusing on identity, agility, and scalability. It’s about time to retire or renew traditional systems and be better prepared to address the needs of a more dynamic workforce.
AI-based recruiting platforms have been around for a while and have witnessed revolutionary changes in recent times. AI tools can help source talent effectively by anticipating future needs and suggesting the right candidate.
Some recruitment platforms are also designed to make decisions using complementary tools enabled by AI such as resume screening systems, digital interviews, big data, and robotic process automation for mass recruitment drives.
Welcoming new hires into the organisation, getting them well-oriented to guidelines and processes is a task most companies don’t place at the top of their priority list. A well-structured onboarding programme may help reduce attrition in the early days and Augmented Reality (AR) technology can make the process much more unique, engaging, and unforgettable.
AR can be used effectively to get your new hires acquainted with organisational history, culture, philosophy, and values. AR could also prove useful in conducting industrial visits to explain complex equipment and machinery by creating real-world objects in their digital forms.
Asynchronous learning has tremendous potential to transform the training landscape and the pandemic has only made this more evident. Employing Learning Management Systems (LMS) and providing training and even compliance material through e-learning modules has now become the go-to practice for HR leaders.
Introduction of new software or tools in an organisation often creates anxiety among employees as they learn to navigate new systems. Adopting a more consumable learning approach to training and monitoring progress can be an effective way to help employees get up to speed and ensure a smooth transition.
Working from home was next to non-existent in most organisations. What was thought of as a temporary hiatus from the daily commute has now become the norm. While some digitally savvy organisations were able to embrace remote work, some others bore the brunt of not being early adopters of emerging technologies such as the cloud and struggled with the shift.
It is now well-established that remote work in some form is here to stay. Instead of holding on to old notions that employees are more productive in office spaces, HR leaders need to be more open and manage change by leveraging digital workspace technologies and renewed work policies.
One can also invest in app-based technologies that combine feedback, performance reviews, and analytics in real-time to help manage their human capital to achieve better business outcomes.
Talking to robots or devices has become commonplace for a tech-savvy population that is habituated to interacting with touchless technology in their daily routines.
HRMS platforms that are integrated with these cognitive systems can allow HR managers to automate and simplify operational tasks like attendance, leave management, reimbursements, payslips, tax filing with voice commands.