In the corporate world, human resources isn't known for its willingness to change. As the Society for Human Resource Management explained, HR tends to avoid revamps and updates entirely, preferring to maintain the rules and policies that have served them for years.
However, more recently, HR departments have changed their ways by embracing technology as a way of improving operations across the board. The end result is a massive shift in HR protocols, and departments are becoming more engaged in every aspect within a business, including strategic planning and organizational restructuring.
It's a brave new world for HR, indeed.
Cold, hard facts
The Randstad India HR Game Changers 2016 Survey features input from 500 HR leaders chosen from the country's most influential companies. Throughout the survey, a number of trends emerge, and each one demonstrates that technology is a major tool for improving the scope and range of HR's abilities. The most pertinent trends include:
• 40 percent of HR leaders believe that better engagement with other departments will improve HR top-down.
• Half of all HR leaders have turned to social network for recruiting and hiring.
• 61 percent of HR leaders already use workforce and talent analytics; 78 percent believe they'll have to use it to be successful
• The bell curve method may soon be a relic of the past - 28 percent of leaders want to adopt progressive management systems.
• Innovation is also on the rise, and 34 percent of leaders believe it will become central to organizational culture.
One thing is quite clear: HR leaders are beginning to understand the impact of technology and are approaching these issues in fresh light.
The rise of digital HR
Josh Bersin has worked as an HR and corporate talent analyst for two-plus decades. In an essay published on Forbes, he noted that HR is bound for several massive shifts in 2016 and beyond. One of the most essential of those changes is the arrival of digital HR, and how it's closely patterned after the larger digital world. The most immediate observation he made was that all this technology is changing HR to its core, and people within the industry are using our reliance on software and devices to rethink everything from communication to program design.
The example that Bersin brought up centered on a series of animated videos made by companies to explain benefit programs and wellness plans. These minute-long clips were effective, part of a larger curation system that allowed people to recommend video content to others. That brevity and interconnection helped, and this system resulted in a sevenfold increase in user activity over traditional, non-digital learning management systems.
A surge of efficiency
As TalentCulture noted, the world of HR can be busy to the point of a near-frenzy, and standard practices often mean a great deal of time and effort for recruiting, personnel management and other responsibilities. However, with the rise in technological solutions, HR leaders can expect a streamlining effect to ripple through the entire industry.
One of the most beneficial is that technology means recruitment won't be nearly as involved, as HR teams can now rely on social networks and even pre-employment screening tests. This also has the added perk of increasing the pool of applicants HR teams have to choose from, which lets them find workers with more specific skills and experience.
The move to the digital world also means less physical paperwork for each function. Online applications are much more organized, and cloud technology makes accessibility from almost anywhere a snap. In the long-run, this access is a time-saver, and that opens up space for HR teams to explore other projects or endeavors.
While more time and less work are always favorites for any department, technology also means HR is able to better engage with employees and future prospects. This is especially true for millennials, a group who is notorious for changing employers if their specific needs aren't met. Technology allows HR leaders to be on the same page with these increasingly progressive employees and offer them the speed and connectivity they desire.
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