Invasion of Technology in Managing Human Resource Function

Businesses all across the world have been impacted by the rapid advancement of technology. The role has undergone significant change since millennials already make up more than half of the workforce and are expected to increase to more than 75 percent by the year 2025*. It doesn’t matter whether it’s learning and development, talent acquisition, or performance management; technology solutions are taking over HR and making their presence felt right from enterprise-level products to customized solutions, from AI-enabled workplaces to analytics that is suited for every challenge.

In this digitally-driven and technology-enabled world, future HR executives will need to play two essential responsibilities, which are as follows:

1. To make educated selections concerning the technological items that could be appropriate for their company.
2. To make certain that the digital experience improves the overall experience of the employees as well as their performance without compromising the amount of work that can be accomplished.

Impact of Technology on HR Practices

Technology alters how human resources departments communicate with employees, hire new ones, keep old ones, and retire them. When it is implemented effectively, technology may make HR operations more efficient. Effective human resource management methods increase productivity while lowering risk.

Technology makes it possible for HR services to compile and analyze employee data to provide a comprehensive picture of performance.

As a function, human resources (HR) is always changing, and the progression of technology has had an influence on HR just as it has on every other function. The burden that is placed on HR experts will, to a large degree, be relieved as a result of the development of more recent technology.

The six major HR trends that are going to change
the H.R. function and its operations.

1. Leverage AI technology to improve talent acquisition and HR operations
AI is helping talent acquisition professionals save time and effort by lowering the amount of labor that is routine, repetitive, and administrative. Artificial intelligence helps enhance the process of managing massive volumes of organizational data by turning that data into useful outputs, which helps increase the productivity of the business. Identifying data patterns is one of the many functions that machine learning, a crucial cog in the wheel of technology, does. This helps with vital decision-making.

2. Use predictive analysis to plan for future needs
Predictive analysis is a method that uses data from the past to make predictions. Modern HR departments use analytics not only to improve the process of hiring new employees and keeping the ones they already have but also to improve efficiency and performance, which leads to more engaged employees.

3. Analytics drives diversity and inclusion
AI and ML blend beautifully today to identify potential and high-performing employees through a vast pool of job applicants emphasizing skills and experience, thereby removing unconscious biases in terms of gender, race, ethnicity, and education that are used to creep in. ML and ML blend beautifully today to identify potential and high-performing employees through a vast pool of job applicants emphasizing skills and experience. The final product is a more diverse workforce overall.

4. Compliance allows for greater levels of productivity in the past
HR departments frequently struggled to both preserve and retrieve data. A single omission can have a devastating effect on the operations of a firm. It just takes a few clicks to gather, retrieve, and show data using a cloud-based HRMS, which saves a significant amount of time and effort that would otherwise be spent on work that is not productive.

5. Analytics is the driving force behind enhanced performance management
Cloud-based analytics and data presentation. Today's human resources information systems make it much simpler for managers to track and manage the performance of their teams. When personal biases are taken out of the evaluation process, it becomes objective and driven by results.

6. Improved effects of learning and development initiatives
One-size-fits-all Training modules are no longer effective. Initiatives for talent engagement and development have been much more effective nowadays because of technology like AR and VR. One of the main causes of workers' delaying training is a lack of interest. AR and VR have made learning more interesting and helped people remember what they have learned.

To summarize, the use of technology has significantly altered the responsibilities of professionals working in the field of human resources management. More and more human resources management tasks are being done electronically inside the human resources department. This is done to improve the administrative efficiency and responsiveness of human resources management to their internal clients, workers, and managers. Technological advancement allows organizations to improve their internal processes, core competencies, and organizational structure.

• 75 percent by the year 2025

Follow Naveeta Shokeen