Technology trends for HR
The HR sector is a key department for the organization. If managers recognize this multiplier power for employees, much more than carrying out administrative tasks in the personnel department, HR has strategic potential in the management of human capital.
To achieve this, HR must depend on innovative actions that align with the organizational culture and business objectives to effectively track employees' entire journey, from recruitment and selection to professional growth within the company. Moreover, HR is accountable for suggesting and implementing strategies that enhance actual increases in productivity and profits.
So, with each change in the company's direction—development of new products, change of mission, vision, or objectives, new processes and innovations, for example—HR must lead the way in integrating employees with these new scenarios.
However, for this to be possible, it is necessary to have technology in human resources, which is increasingly evolving and represents an important differentiator for the sector's actions. Want to know more? Follow our list of the 12 main trends to keep on your radar.
1. Management systems
To make HR a holistic sector, that is, one that can see the company in a broad and integrated way, management tools are essential. In addition to enabling employee-centered management, the use of these technologies allows HR professionals to combine intuition with systematic data analysis.
This knowledge derived from data allows HR to have different focuses of action, with the creation of short- and long-term goals and objectives, while automating processes—ssometimes laborious and which take the department away from relevant functions.
2. E-learning
When we think about continuing education in the company through training and professional development, the adoption of e-learning platforms is essential to speeding up learning, inside or outside the department.
As online teaching is a trend that is taking hold in society, corporate education would be no different. So much so that leading educational institutions are developing in-company teaching programs with excellent results for learning new skills through modern virtual learning environments.
3. People Analytics
Since we are talking about technology combined with human resources management, we know that the behavioral analysis of employees is revealing increasingly reliable results through people analytics technologies.
This method focuses on statistical data and interpretation techniques. It focuses on knowledge of all processes, functions, challenges, and opportunities for employees as a means of guiding intelligent decision-making.
Therefore, People Analytics is applicable to the entire employee lifecycle, from more effective hiring and performance management to better retention.
4. Agile recruitment
If you want agile recruitment, know that technology is also in HR's favor at all stages of the selection process. A significant area of focus in this context is artificial intelligence.
The purpose of its use is to combine it with machine learning so that the computer can learn new information and speed up or automate recruitment workflows, especially with regard to repetitive and high-volume tasks.
An example of this is the resume screening and online testing phase. In an automated manner, recruitment and selection software equipped with artificial intelligence is capable of defining candidates capable of participating in the selection process, carrying out assessments, and sending feedback.
5. Cloud Solutions
Having access to information in real time and from anywhere is the purpose of cloud solutions for HR. In addition to improving the sector's workflow, these resources also make it possible to optimize the employees' experience with the company. The benefits of cloud solutions include:
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Improvement of recruitment and selection processes, with the retention of a dense database permanently;
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Greater employee satisfaction, with the possibility of self-service for personnel department information (time banks, salaries, benefits, etc.);
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Carrying out automatic software updates;
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High level of data security.
6. Performance Analysis Solutions
Performance analysis involves collecting formal and informal data to help the company define and achieve its objectives. Performance analysis reveals multiple perspectives on a problem or opportunity, determining any and all drivers or barriers to successful performance and proposing a solution system based on what is discovered.
To simplify this process, performance analysis tools focus on a comprehensive approach, enabling the observation of real productivity impacts based on the organization's reality.
7. Chatbots
Widely used in online service, chatbots are also gaining ground in technology focused on human resources. This tool also uses machine learning and can offer quick and accurate responses to employees.
The latest models allow integration with WhatsApp and internal communication platforms, in addition to being pre-programmed with an extensive base of common questions.
This tool is ideal, especially during the onboarding and integration phases of new employees.
8. Gamification
The tools made available by gamification will help increase the engagement, productivity, and motivation of your employees, as this technology facilitates internal communication and provides more efficiency and dynamism to day-to-day work processes.
Moreover, gamification can enhance company recruitment and selection processes, making them more dynamic and appealing. This way, candidates can feel more comfortable and show their real qualities to the recruiter.
Thus, both parties benefit: the employer, who will be able to hire the most suitable employee for the position, and the candidate, who will not feel harmed in the selection process.
9. Business Intelligence
Business intelligence allows HR to more easily identify competency gaps within teams, thus enabling actions to be put into practice with the aim of better directing employees and promoting high performance from each one.
This way, it is possible to count on a high-performance team that will spare no effort to achieve the organization's objectives, contributing to its good development in the market.
10. Big Data
When it comes to technology in human resources, big data appears to be an indispensable tool. With big data, the manager can have better control over the company's data as it is easily organized and interpreted. Furthermore, they can be accessed whenever and wherever you are.
The manager will also have the opportunity to make much more accurate decisions with the help of big data. This is because it will be based on real data, which can be collected to observe indicators and create goals.
11. Virtual reality
Virtual reality is an innovative resource that can significantly benefit your company's HR sector. It helps to attract the interest of talent and engage them with the goals and objectives of the business—eespecially the hi-tech generation.
Furthermore, in the selection process, virtual reality can help the recruiter innovate in tests, providing more accurate results that will help in deciding who should be hired.
For employees who are already part of the company, virtual reality can be used to make training more attractive and effective, for example.
12. Remote Hiring Tools
When thinking about the decentralization of the selection process, without a doubt, almost all stages of recruitment can be carried out remotely. "The best remote hiring solutions have a series of features that not only allow for the desired agility but also provide personalized service to candidates".