HR Tech

From DigitalHRtech.com

We talk a lot about how technology is changing the world of work. And indeed, the combination of automation and the arrival of new technologies will lead to the extinction of certain jobs, but more importantly, it will push a lot of us to up-skill in order to get ready for the future.

We also talk a lot about the role of HR in this digital transformation; how can HR help organizations and their employees to become future proof? What role do training and development play in all of this and what skills should we be looking for when hiring candidates? 

What we don’t talk about, or at least not as often, is what HR will look like a couple of years from now. What are the HR roles of the future? 

A few weeks ago, our friends at My HR Future published their 2019 HR Skills of the Future report based on a survey completed by over 400 professionals from 61 countries. In this report, as its name suggests, they discuss some of the necessary skills HR professionals need to have in order to future proof themselves.

In this article, we’ll take a quick look at five of the skills mentioned in the report from My HR Future. We’ll also take a shot at describing three roles that will be crucial for HR in the near future. 

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By Avi Golan – Ziprecruiter Vice President  

Avi Golan, a vice president and Israel general manager at HR tech company Ziprecruiter, refers to the potential of HR tech for Israeli industry.

In recent years, startups and large tech companies alike, including Google, Facebook, and Microsoft (which owns Linkedin), have ventured into recruitment and human resource-related technologies. Tech companies are working on creating artificial intelligence (AI)-based tools to improve and automate processes such as employee recruitment, professional training, personal development and employee orientation. Israel’s prowess in AI and machine learning technologies can help the local tech industry take a prominent role in this emerging field.

Job hunting is a stressful and exhausting process not just for potential employees but for employers, who on average lose $500 a day for each unmanned position. HR tech aims to save organizations and employees time, money, and resources by simplifying recruitment processes.

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By Emma Jacobs– The Financial Times 

New services claim to democratise rewards, but can they improve the annual appraisal?

Andrew Goodman has overhauled how employee rewards are doled out at his company. 

Instead of rewarding only a small group of high-performers, Openlink, a trading and financial risk technology company, decided to redistribute the same budget. Hundreds of his 900-strong workforce can now receive a spot award (on top of their annual bonuses). What is more, decisions about who receives the awards are no longer in the hands of managers alone. Now everyone has a say — and praise is published for all to see. 

“It recognises folks who wouldn’t get much recognition,” says Mr Goodman, Openlink’s head of human resources. Staff were hesitant at first because they were not used to praising peers publicly. Now the scheme is popular. “People enjoy gratitude,” he says. 

Employees do not only like the small rewards, he says, but also the public messages of praise that accompany them, deployed by a service called Bonusly, a software program that encourages employees to reward their peers for good work. 

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By Steffen Maier– Co-founder of Impraise

While employee engagement has long been a buzz phrase for companies, recently employee experience has become the new, trending focus. 

Think: a holistic approach that covers engagement, culture, performance management and career ownership, all rolled into one. So, forget “employee engagement” for the moment: As we move toward a people-first approach, we need to realize that such an approach is more and more crucial for companies striving to make the employee “experience” their focal point.

At the same time, the growing digitization of HR can apply to this contemporary concept of employee experience. Think about the increasing number of people on mobile phones (68 percent worldwide, according to We Are Social), and the growth of tools like Slack (the company claims 8 million daily active users). With these elements redefining the way people work, HR can become more agile, to provide a seamless experience.

As Mark van Assema, the Netherlands-based founder of the HRTech Review, asserted, “Consumer-facing tech has also reached HR. This finally gives HR the opportunity to facilitate employee development and really add value to the employee, not only to managers or HR itself.”

The digital employee experience

“Digital employee experience” refers to the sum total of digital interactions between a staff member and his or her organization. The goal is, or should be, to create a physical and digital environment that inspires connection and collaboration, using a thoughtfully designed approach to make people feel supported throughout their day.

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By Drashti Patel – Impraise Head of Brand & Marketing 

For the past decade if not longer, companies have been part of a rush to digitization that has not left HR untouched. Purchase and implementation of HR tech have been rife, but when looking at adoption rates the story isn’t always successful.

According to research by Sierra-Cedar, only 27% of respondents said HR invested heavily in change management efforts, despite knowing it’s key to supporting the adoption of new technologies.

Beyond digitalization to mobilization

Technology purchased by HR shouldn’t act as a band-aid to your processes or be seen solely as an upgrade to a manual process. In order for it to be successful, it should be considered part of the overall digital employee experience. 

What is it going to do for your employees? 

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Whenever I hear the word ‘trend’ I tend to think it’s something temporary. Like those slap bracelets for kids in the nineties. Remember those? All of a sudden, they were just there and all the cool kids were slapping themselves on the wrist with them – only to completely disappear a couple of months later.

Digital HR and HR tech trends, however, are usually here to stay. When I look at some of the top trend lists of the past years, I often see the same themes pop up.

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