Human resources technology

The enterprise wearables market is expected to reach 18Bn by 2019, visibly impacting the human resources department. While tracking workplace wellness through wearables is most likely the simplest and most straightforward use, applications can vary. Stress management and monitoring can become the norm, especially in environments where it impacts retention. But moving besides health, wearable devices are also enhancing other areas of productivity and employee management.

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7 Ways Technology Is Impacting Human Resources

Human Resources Technology

Oh, how technology has influenced the Human Resources function and its constituents! Cell phones, the internet, social media—these have all forever changed every aspect of life, from home to the workplace. Many things have become much easier with technology, but it has also been a game-changer that is forcing companies to rapidly evolve in ways that might make them uncomfortable. It is nearly impossible to predict what these changes will mean in the future, but it helps to understand the current trends.

1. Performance Management
HR Professionals have successfully harnessed computer technology to assess and track employee performance, utilizing metrics that align with pre-set performance standards, as well as garner employee feedback. These software programs make it possible for organizations to become more productive, efficient, and profitable.

2. Recruiting
Prior to the internet, HR professionals were forced to rely on print publications, such as newspapers or recruiting magazines, to post jobs and source candidates. Remember that? It was not that long ago. There was also a reliance on word-of-mouth networking since HR and recruiters had no ability to post a job on a website and have thousands of people see it instantaneously. Thus, HR technology has made recruiting far more efficient.

3. Telecommuting
Technology, such as cell phones, ipods, and PDAs have created the opportunity for millions of people to work remotely. In fact, as of today, 40% of workers worldwide are virtual, in some capacity.1 It is estimated that by 2020 it will be 50%.2 This trend is not only spawned by technology itself, but also because of the increased attention to work/life balance issues, especially for millennials, who as of last year, now make up the largest single generational segment of the workforce. The technology has also made companies more sensitive to needless spending on real estate costs.

4. Training
Information technology has also enabled HR professionals to train team members in a far more efficient manner. Employees now have easy access to company information and online training programs from remote locations. As such, this eliminates much of the need to meet and train new employees in person or face-to-face. Additionally, updated training materials can be housed online for employees to access 24/7.

5. Security and Privacy Protection
The new technology has had an important impact on both security and privacy protection, raising questions such as: Who “owns” the employees’ email? When do we let employees access the internet? Do we allow employees to access the internet and social media for personal purposes? If the employee is using a company-owned computer, is it acceptable for them to visit certain non-business web sites after “working hours?” Who defines what “working hours” are now that we live in a 24/7 work world? Can and should employers monitor their employees’ online activity?

6. Data Storage & Retrieval
No more paperwork! What a godsend! The use of electronic imaging and technological storage has eliminated the need for endless paperwork and filing. In addition, the ability to “print-on-demand” means that HR Professionals no longer need to dig through files to find the forms they need. And better yet, employees can fill out online forms, thereby saving trees and reducing waste.

7. Social Media
Technology has also made significant contributions to how HR professionals utilize social media, from its use in recruiting, marketing, branding, and even conducting informal background checks on job candidates. Many employers now make it a point to check out a job candidate’s Facebook or LinkedIn pages to assess professionalism and character. (Note that this practice is not legal in every state.)

– Computer screens that are available directly on eyeglasses, watches, or other accessories will be become mainstream. Futurists also foresee computer screens being placed directly on people’s retinas. (The Netflix show Black Mirror has an unnerving episode about this.)
– Voice-activation technology will allow users to quickly and verbally access multiple databases of information. Real-time answers to any question will be readily available, just like Siri for Google.
– Companies will create mini-Facebooks where employees can quickly flash messages without having to send emails or text messages. Within these systems, “groups” can be established to quickly share confidential information with specific people.
– More companies will use application integration with LinkedIn and Facebook to source employee or candidate profiles, instead of having to re-create them in a corporate system.

Virtual and augmented reality

While virtual reality has been around for a few years, consumer applications are barely making strides in the market. Meanwhile, virtual and augmented reality will continue to mature and find its way into the workplace environment. For example, Microsoft is preparing the launch of the Hololens headset which will likely be embraced by human resource professionals in the not-so-distant future.

This type of technology is primed for disrupting talent management and productivity. We can envision the potential of virtual and augment reality in tech-assisted corporate training where employees can use AR and VR for anything ranging from basic onboarding to skill building and on-the-job learning.

Furthermore, in industries looking to enhance tasks on the job, this will become the new normal, as digital information will be superimposed on the physical reality. Onboarding and training in industrial environments can be transformed by adding virtual instructions on top of machinery and tools, as employees engage with the environment.

AI in employee management

Talent management is a hectic process with lots of last-minute changes, requests to monitor, and openings to fill. To streamline employee management, hiring teams actively turn to artificial intelligence. In the future, artificial intelligence will be one of the most influential human resource technology trends. It’ll help automate most monitoring operations, leaving managers with more time to plan, strategize, learn, and work on personal development. AI is also gaining ground in the actual screening process where companies can potentially gain a massive efficiency boost by using AI recruiting tools. Many vendors are claiming their AI-driven systems can help reduce a pool of several hundred applicants down to a shortlist of the 5-6 with the highest potential.

Company brand perception impacts a lot of the processes inside and outside the company. It is essential for the recruitment process, as it can influence the type of applicants interested in the company, their skill ceiling, and cost-per-hire.

That’s why one of the notable human resources technology trends is the inclusion of specific social media branding tools, integration of HR and management software with social media, and the inclusion of advertisements into HR companies’ conduct. Another one of the best HR tech trends worth noting is the encouragement of employee brand advocacy.

Resources:

https://www.kevinsheridanllc.com/2017/01/human-resources-technology/
https://gethppy.com/hrtrends/technology-changing-human-resource-management
https://www.techmagic.co/blog/top-10-human-resource-technology-trends/
Human resources technology

First, the Internet granted HR specialists an opportunity to search for candidates worldwide. Freelance workers have now become a common thing, and collaboration with freelancers may be even more beneficial than hiring an in-house team. There are numerous benefits of working with freelancers: flexibility, affordable rates, specific skillset, and many more. In this way, HR specialists can fill the gap that their in-house team lacks and find a perfect candidate anywhere in the world.

The future of HR: Human resource trends on the rise

Teamwork, network and community concept.

Today’s human resource professionals know they need to keep evolving their skills and responsibilities, as workers continue to operate outside traditional office settings. This means that organizations need to do more than monitor or update their practices to be effective. They also need to change how they operate to attract and retain top talent, maximize productivity, and provide appropriate compensation and benefits.

With an increasing number of businesses embracing remote work opportunities or offering flexible work arrangements like telecommuting and part-time schedules, HR professionals often play a larger, and more visible role than ever before. And as work practices continue to go virtual, HR professionals are on the front lines of adopting digital-first recruitment and communication strategies. Already, job candidates are interviewing via email and video calls and signing e-documents for a more convenient hiring process.

Today’s HR departments must have a strong grasp of technological solutions that keep employee needs and preferences top of mind. Here are four ways tomorrow’s HR leaders can succeed in the months and years ahead:

Better services to line managers

Both HR and line managers primary interest is the success of the business. The human resource’s main function is to support the workforce needs of the organization. Strategic planning between HR and line managers is important for reviewing projections concerning future business demands to determine whether to train current employees, to prepare them for promotion or to recruit candidates with the higher level of skills to supplement the current employee knowledge database. Training and developing the line managers in IT tools will, therefore, prepare the line managers for a number of leadership tasks.

Human Resource IT tools that can supplement management and enhance efficiency and effectiveness, which can lead to the success of the organization as a whole. For example, currently, SuccessFactors Solutions has developed an HR IT tool of talent management for Hilton Worldwide, which had a worldwide operational capacity. Organizations across the world are driving to improve organizational performance regardless of the size of the organization or the industry. Managers within the organization measure performance, sometimes by comparing it against a benchmark. They analyze and assess their findings and design their controls accordingly to advance the organization’s performance.

According to the Gallup survey, engaging your employees to organizational goals is the key feature of every business. The management should also ensure that all departments are improving its procedures and controls and targeting its activities on better achieving the company’s competitive differentiation through what the employees do and how they are doing it. These can be better utilized by customized HR IT tools according to the organization.

Effective recruiting

Nowadays, organizations have realized that effective recruiting cannot be done without the use of IT. Organizations now use job portals on the internet to search for the best candidates for the position. The process has been made effective with the use of the internet as many people come to know of the offer and hence increases the probability of hiring efficient employees.

Employers can present all necessary information related to job, careers and personal development of each employee on portals online. This is a great promotional tool for the organization. Currently, Envoy has developed Asana, an IT tool for recruiting that analyzes details down to where a potential candidate’s high priority values are. The HR IT tools not only help hire the best potential but also retain it.

Focus on mental health

Alongside a strong work-life balance, mental health is now becoming more of a priority in the workplace. A 2021 survey conducted by The Conference Board found that 59 percent of employees named stress and burnout as their top concern for mental and psychological wellbeing at work, as they continue juggling pandemic realities and personal commitments. It is not uncommon for employees to experience symptoms of depression and anxiety and try to manage these challenges themselves. The same study reported that one-fifth of workers do not feel comfortable discussing their hardships at work without fear of negative consequences. Eliminating the stigma about mental health within the company can make it easier for employees to speak up without fear of retribution. This shift in priorities will enable HR personnel to create a culture where mental health positivity is present and valued from the top.

For a growing number of prospective employees — especially those from younger generations — knowing that a company values diversity, equality, and inclusion (DEI) is an important factor when selecting a new position. As defined by The Center for Creative Leadership, the term DEI includes practices and strategies designed to give voice to historically marginalized populations and provide equal opportunity in the workplace. For those companies that want to succeed, HR processes must embody these practices going forward.

The DEI movement is gaining popularity not only because it improves the experience of employees, but also because it provides companies with an array of perspectives and ideas, which can positively impact the business. This includes improving innovation, collaboration, and retention — essential aspects that drive success in the modern workforce.

While there are many goals associated with DEI initiatives, what they all have in common is that they aim to create an environment where employees from every background feel respected and welcome. At our company, we call this Adobe for All, and our efforts to celebrate diversity and include everyone pays dividends — both for individual employees who feel respected, as well as the company, which gets its talent performing at the highest levels.

Modify benefits and sick leave appropriately

One of the most significant changes for HR professionals in the current professional climate is benefits and their distribution. Historically, most workforces were composed of people who had the same geographical location as their employer. Now with more remote workforces, this has changed employment benefits because people are often located in different counties, states and even countries. It will be up to the HR department to negotiate benefits for permanent and partially remote workers and the stipulations of the various locations they work in.

Many HR professionals are also creating new policies for sick days for remote workforces. This problem becomes even more challenging with employees who are not fully remote but work remotely for only part of the day. These employees sometimes have to decide whether they should call in sick or not since there may be times when an employee needs to go into the office for a meeting.

Ultimately, the success of a sick leave policy depends on the company’s culture and how much autonomy an employee has over their use of time. HR professionals creating new sick leave policies for remote workforces will need to rely on a combination of trust, creativity and collaboration with employees to develop what makes most sense for the business.

Keep a close eye on COVID-19.

With the onset of COVID-19, time off for illness and bereavement has largely been reevaluated and furthered the facilitation of working remotely. As a result, business owners are required to revise their policies on these areas to be in line with COVID-19 standards and precautions. The U.S. Department of Labor has put out Essential Protections During the COVID-19 Pandemic to provide critical worker protection regarding wages, hours worked, and job-protected leave.

In the wake of a crisis such as COVID-19, HR professionals will need to remain continually informed on best practices, preventive measures, and legislation that can minimize their employees’ chances of illness, secure their wages, and provide appropriate time off when needed.

For today’s HR leaders, it is indeed a challenging time — and a vital moment for the field. By focusing on the areas touched on in this article, it is possible to meet these challenges and shape successful futures for companies of all sizes, from the inside out.

Resources:

https://blog.adobe.com/en/publish/2021/09/24/the-future-of-hr-human-resource-trends-on-the-rise
https://www.profilesasiapacific.com/2020/01/21/information-technology-hrm/
https://blog.adobe.com/en/publish/2021/09/24/the-future-of-hr-human-resource-trends-on-the-rise
Human resources technology

Prior to her current appointment at the PSD, she was the Senior Director for HR & OD for a not for profit organization, The Global Alliance for Improved Nutrition (GAIN) based in Geneva, where she was responsible for HR, OD, Legal, Internal Audit and Corporate Administration for the 15 global offices at GAIN.

absorb learning manegement

Human Resources Software

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Recommendations: Sorts listings by the number of recommendations our advisors have made over the past 30 days. Our advisors assess buyers’ needs for free and only recommend products that meet buyers’ needs. Vendors pay Software Advice for these referrals.
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7 Ways Technology Is Impacting Human Resources

Human Resources Technology

Oh, how technology has influenced the Human Resources function and its constituents! Cell phones, the internet, social media—these have all forever changed every aspect of life, from home to the workplace. Many things have become much easier with technology, but it has also been a game-changer that is forcing companies to rapidly evolve in ways that might make them uncomfortable. It is nearly impossible to predict what these changes will mean in the future, but it helps to understand the current trends.

1. Performance Management
HR Professionals have successfully harnessed computer technology to assess and track employee performance, utilizing metrics that align with pre-set performance standards, as well as garner employee feedback. These software programs make it possible for organizations to become more productive, efficient, and profitable.

2. Recruiting
Prior to the internet, HR professionals were forced to rely on print publications, such as newspapers or recruiting magazines, to post jobs and source candidates. Remember that? It was not that long ago. There was also a reliance on word-of-mouth networking since HR and recruiters had no ability to post a job on a website and have thousands of people see it instantaneously. Thus, HR technology has made recruiting far more efficient.

3. Telecommuting
Technology, such as cell phones, ipods, and PDAs have created the opportunity for millions of people to work remotely. In fact, as of today, 40% of workers worldwide are virtual, in some capacity.1 It is estimated that by 2020 it will be 50%.2 This trend is not only spawned by technology itself, but also because of the increased attention to work/life balance issues, especially for millennials, who as of last year, now make up the largest single generational segment of the workforce. The technology has also made companies more sensitive to needless spending on real estate costs.

4. Training
Information technology has also enabled HR professionals to train team members in a far more efficient manner. Employees now have easy access to company information and online training programs from remote locations. As such, this eliminates much of the need to meet and train new employees in person or face-to-face. Additionally, updated training materials can be housed online for employees to access 24/7.

5. Security and Privacy Protection
The new technology has had an important impact on both security and privacy protection, raising questions such as: Who “owns” the employees’ email? When do we let employees access the internet? Do we allow employees to access the internet and social media for personal purposes? If the employee is using a company-owned computer, is it acceptable for them to visit certain non-business web sites after “working hours?” Who defines what “working hours” are now that we live in a 24/7 work world? Can and should employers monitor their employees’ online activity?

6. Data Storage & Retrieval
No more paperwork! What a godsend! The use of electronic imaging and technological storage has eliminated the need for endless paperwork and filing. In addition, the ability to “print-on-demand” means that HR Professionals no longer need to dig through files to find the forms they need. And better yet, employees can fill out online forms, thereby saving trees and reducing waste.

7. Social Media
Technology has also made significant contributions to how HR professionals utilize social media, from its use in recruiting, marketing, branding, and even conducting informal background checks on job candidates. Many employers now make it a point to check out a job candidate’s Facebook or LinkedIn pages to assess professionalism and character. (Note that this practice is not legal in every state.)

– Computer screens that are available directly on eyeglasses, watches, or other accessories will be become mainstream. Futurists also foresee computer screens being placed directly on people’s retinas. (The Netflix show Black Mirror has an unnerving episode about this.)
– Voice-activation technology will allow users to quickly and verbally access multiple databases of information. Real-time answers to any question will be readily available, just like Siri for Google.
– Companies will create mini-Facebooks where employees can quickly flash messages without having to send emails or text messages. Within these systems, “groups” can be established to quickly share confidential information with specific people.
– More companies will use application integration with LinkedIn and Facebook to source employee or candidate profiles, instead of having to re-create them in a corporate system.

Human resources technology

Meng Hin believes that effective human resource management requires the alignment of human resource strategies around business objectives and a highly engaged workforce that is committed to deliver those goals. Meng Hin is currently leading the global HR function for Keppel Corporation Ltd as Group Human Resources Director. Keppel Corporation is a company focusing on deliver solutions for sustainable urbanisation.

Tan Seng Chai is currently the Chief Corporate & People Officer of CapitaLand Group. He oversees the Group’s corporate functions including human resource & administration, communications, legal & company secretariat, procurement, and global shared services & business process. His responsibilities also include the Group’s organisation development function, including corporate giving through CapitaLand’s philantrophy arm CapitaLand Hope Foundation. Seng Chai is a member of the CapitaLand Executive Committee.

One of Seng Chai’s key responsibilities is human capital management and development, building talent pipeline and capabilities to support the organisation and businesses including M&A. He is actively involved in senior appointments succession planning and executive compensation to drive sustainable high-performance culture in the organization.

Seng Chai’s role in CapitaLand group began in leading the human resource function and his responsibilities has been expanded to oversee other corporate support functions in his capacity as the group’s Chief Corporate Officer from 2012.

Before joining CapitaLand in February 2008, Seng Chai was with Chartered Semiconductor Manufacturing Ltd, Singapore for 12 years. He held key positions in the company which included heading its worldwide human resource organisation as well as overseeing key projects implementation and strategic investment activities.
Seng Chai holds an honours degree in Civil & Structural Engineering and a Master of Science in Industrial & System Engineering from National University of Singapore. He is also currently the Executive Director of the CapitaLand Hope Foundation.

He started his career in the Singapore Public Service and spent more than a decade in the Singapore Administrative Service, serving in various appointments in the Ministry of Education, Ministry of Defence, Ministry of Manpower and JTC Corporation. He subsequently joined McDonald’s Singapore where he was the Senior Director for Operations, Business Planning and Human Resources, before he became the Assistant Executive Director in the Singapore National Employers Federation. He was also the Director for Human Resources and Talent Development in MOH Holdings Pte Ltd, the holding company for the six public healthcare clusters in Singapore, and the Chief Human Resources Officer at NTUC Fairprice Cooperative Ltd in Singapore.

Kok Heng is a seasoned public service human resource and organisation development leader. He is a strategic HR leader with experience in nationwide campaign marketing, stakeholder engagement and human resource development. He is adept at strategic manpower planning with good understanding of local and international talent pipeline and demands. Kok Heng has worked with the military, education, media and marketing, culture, arts and heritage, sports, community development and charity sectors in developing its talents, including global talents from overseas.

Kok Heng is currently Director Human Resource with the Ministry of Foreign Affairs (MFA), Singapore and is responsible for its full suite of HR functions. He is also concurrently the Vice-Dean of MFA Diplomatic Academy. Previously, he served as CHRO, Central Provident Fund (CPF) Board and Dean of CPFB Academy.

Robert Chong has over 30 years of experience in managing the HR function as well as the business transformation for various global companies. In his most recent appointment as the Chief Corporate and Human Resource Officer of Shangri-La Asia, Robert focused on driving Human Resources strategy as well as supporting corporate services to deepen capabilities and enhance synergies across the Group. Prior to joining Shangri-La, he has held senior HR appointments at Keppel Corporation Limited, Temasek International, Shell (Asia Pacific & Middle East), Pepsico and Asia Pacific Breweries.

Robert holds a Bachelor of Art in Sociology from the National University of Singapore and a Master of Business Administration in Accountancy from the Nanyang Technological University. He has also attended the Advanced Management Program at Harvard Business School and senior leadership programmes at INSEAD (Fontainebleau) and IMD.

Resources:

https://www.softwareadvice.com/hr/
https://www.kevinsheridanllc.com/2017/01/human-resources-technology/
https://www.ihrp.sg/2020/12/10/study-on-the-impact-of-technology-on-human-resource-jobs-skills/

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