The rapid integration of technology to streamline various functions across the management spectrum has created a tectonic shift in how things have been and will be worked on. One of the sectors to not experience the same kind of is the Human Resources Department. This is not to say that development has been nonexistent, just slow.
Technology along with process automation begun its integration in the HR function in the early 2000s. More recently the rise of the digital technologies and platforms have helped streamline and accelerate this process.
The Hiring Dilemma
Hiring right is important for the growth of an organization. A wrong hire has the potential to set off a series of problems for your existing employees creating a domino effect for your organization that you would want to avoid. Hiring has always been a human-based process where stats may be used to narrow down the initial pool of candidates but it is ultimately the gut feeling that is used to make the final hire.
Hiring is also an expensive, time-consuming process, one which also involves copious amounts of manpower. To increase your productivity as well the firm's resources it is important that this process is done correctly the first time around.
Training a new employee only for them to walk out the door without actually contributing to the firm in a substantial way is not a desirable outcome.
But how do you avoid a high turnover rate?
Creating A Conducive Atmosphere
Creating an engaging atmosphere, one which takes into account the individual preferences, as well as the company's overall vision, is what every employee aspires to be a part of.
In terms of feedback, it is no longer just about yearly or quarterly appraisals but rather a continuous process that helps them manage their workload and receive due recognition for a job well done.
The workforce has been evolving and instead of a balance they now aim for integration. They blend different aspects of their life to create a coherent picture instead of creating a stark separation between them.
The Technology Issue
Technology obsoletion is also another driver of change in the HR set up. Most systems were created around cost efficiency, risk management & regulatory compliance. The new set up, however, is shifting away from this leading both the employees as well as the companies to demand change.
The current systems in place were created for a different generation of employees. Now a workplace can have a workforce spanning up to three different generations. Using social as a tool to engage them can overcome the boundaries due to the age gap that exists.
Big data has changed the way we function across various industries, companies are hoping to create the same leverage with it to have a better pool of candidates to choose from.
Blind screening via the integration of AI removes any cultural bias that may exist in the minds of the interviewer as well as save costs that incur in having to call each candidate and screen them later.
All while tackling the issue of poor employee selection. This happens when the company forces a match that isn't meant for the company and doesn't align with the existing employees as well as the company values. This can seriously impact a fellow employee and create a hostile environment leading to a high turnover rate.
The HR landscape is now moving towards more personalized yet at the same time indifferent approach. Instead of a company asking the employee what they can do for them, it is the potential employee who now poses the same question.
Creating personalized interview experiences as well as mobile experiences for current & future employees has become essential.
For employees learning and development have to be changed from being a one to one session to a flexible e-learning platform enabling them to learn wherever they are comfortable.
Other facets of HR that have seen increased research and development are performance management & communication and collaboration among all in the hope of creating an environment designed for the growth of a company.
The technology development seen in the HR industry might drive one to believe that the industry is facing complete automation, which simply isn't true. The bottom line is that you're still trying to create a human team to get results, which implies that there will always be a need for human input in the hiring process.
However, the initial steps of the HR process, once automated can save time and effort on behalf of the company.