Impact of Technology in HR Practices and Job Profile

With the advent of technology, Human Resource Management (HRM) has undergone a paradigm shift. Human resources function has transformed from routine administrative tasks to business functions that enable organizations to become agile and efficient.

 

When HR technology gets introduced into the department, HR professionals can empower their potential as decision-makers to spot trends and play a strategic role within the business. Here is a bird’s view of the technology’s role in the evolution of HR.

 

Impact of technology in HR processes

HR technology or HR tech, in short, is being talked around for quite some time now. However, a closer look reveals that a shift in the HR industry happened since the introduction of social media, mobile technology, analytics, and cloud technology. Within five years, the implications of tools and technologies in HR functions are drastic.

 

Social Media helps organizations to recruit new talent through sharing job ads. It strengthens employee engagement as existing employees and job seekers view shared stories of the company in the form of pictures, blogs, and videos. Many employees use it as a means to collect useful information about the company.

 

More companies are using mobile applications specific to HR processes to lighten their work. Big data analysis offers insight on trends in real time and is being used for recruitment, talent acquisition, compliance, employee engagement, and strategic workforce planning.

 

Mention not to say, the AI in HR processes has created wonders. It has automated the manual human resource processes and eliminated manual errors. Further, AI performs up several recruitment tasks from HR professionals like resume scanning, the job description with a catch on gender parity language(s), scheduling interviews, helping new employees regarding passing the information on the work station, onboarding processes, and, etc. AI in recruitment has come as a boon for the HR team.

 

Impact of Technology in HR profile

These technology implementations in HR processes are evolving the job role of HR professionals. HR professionals today are stepping into business and strategic planning and moving the organization toward success.

 

HR in business

Initially, the HR department intended to work on administrative and legal aspects, employee payroll, and paperwork. Fast forward, enterprise resource planning (ERP) systems helped the department to streamline and manage the process. Personal computing enabled HR to adopt tools to manage payroll, leave and attendance. These made room for HR bandwidth expansion to employee engagement.

 

HR people started catering to business needs such as talent management, structure organization, and strengthen the workforce.

 

HR in strategic planning

Technology solutions for data management and cloud computing further simplified HR tasks. HR professionals started concentrating on employee retention, training, and succession planning. 40% of the 300+ surveyed companies had their core HR applications in the cloud, PwC reports.

 

Implementation of technology helps HR people drive business aligned workforce strategies. In the sense, they are becoming business partners and acquiring C-suite level positions (Chief Human Resource Officer-CHRO).

 

At the bottom line, HR professionals are more into strategic roles within a business, while repetitive tasks are taken care of by tech tools.