Tech-Forward HR: Navigating the Latest Trends in Digital HR Technology

 

In recent years, a lot of businesses have integrated HR technology into their operations. Through social, mobile, analytical, cloud, and mobile technologies, the shift to the digital HR paradigm enables firms to maximize human resources more consistently and efficiently. Analytics, virtual technology, and updated learning platforms are among the human resource technology priorities.

What is a tech solution for HR?

Software, digital platforms, tools, and cloud-based technologies are examples of HR tech solutions. They automate routine tasks, securely store data, and give users the analytical tools they need to make more strategic decisions. Key HR operations like pay, benefits, hiring, adaptability, productivity control, and employee communication are managed by digital HR platforms. Both time and money can be saved by automating these procedures. By reducing responsibility and averting costly errors, it also lessens the chance of human error.

Use of artificial intelligence and machine learning

According to the IEEE Global Study critical technological changes in 2023 will be artificial intelligence and machine learning (21%), cloud computing (20%), and 5G (17%).

Technology that elevates hybrid working

Numerous surveys indicate that hybrid work methods are appealing to both individuals and businesses. For instance, according to a survey conducted by international employment company Robert Half, 34%of professionals who are now working from home due to the COVID-19 pandemic would look for a new position if they were forced to work in an office full-time.

Businesses using hybrid work will need to grow in three different ways.

Individuals - HR managers will continue to look for platforms that facilitate collaboration between office-based and remote workers.

Locations - There will be an increase in analytical platforms that tell teams about the worth of commercial real estate in various national markets, locations that are available, opportunities for collaboration, and more.

Making plans - The need for tools that facilitate planning, responsibility fulfillment, and compliance with constraints will persist well after 2023.

References

Ashbaugh, S. & Miranda, R. (2002). Technology for human sources management: Seven questions and answers. Public Personnel Management, 31(1), 7-20.

Beer, M. (1997). The transformation of the human resource function: Resolving the tension between a traditional administrative and a new strategic role. Human Resource Management, 36(1), 49-56

Haines, V. Y. & Lafleur, G. (2008). Information technology usage and human resource roles and effectiveness. Human Resource Management, 47(3), 525-540

Mohrman, S. A. & Lawler, E. E. (1997). Transforming the human resource function. Human Resource Management, 36(1), 157-162.