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Of course, HR is about people. After all, that is the 'why' of the profession. But that certainly doesn't mean that HR work should only be human work. There are so many useful technological gadgets that can support HRM beautifully that, as a sane HR manager, you would be crazy to put them aside. Smart use of data and online opportunities can make your work so much more interesting and strategic!
What's more, and that will certainly be welcome: it makes some jobs much easier. This gives space in your agenda and more peace of mind. And who wouldn't want that?!
In this blog, let's take a walk through various options and trends that are interesting for HR professionals and their organisation.
We've had them before a blog written about it: HR Analytics can provide so much more depth in the development of your HR policy. Within HR, you have access to an untold amount of data. Unfortunately, most of that data remains unused. Because you can't get to them easily, because you don't see the connections, or simply because you don't know they're hidden in your systems.
HR Analytics is a collective name for collecting and combining all data from various systems in the organisation. Super handy, because it makes it possible to get strategic input on your screen at the touch of a button.
You see the effects of previous decisions and can predict fairly accurately what you could expect in the future.
So you no longer have to rely solely on your gut feeling. You now have rock-solid data in your hands that can substantiate or refute certain decisions. Making a business case can therefore be a lot easier and has greater added value than before.
A blockchain is a new way to store data on the internet in a reliable, secure way. It is a decentralised collection of data, which is stored in the order of when that data is received. The data cannot be modified or manipulated; a blockchain is an objective data set.
Many people get a vision of Bitcoins when they hear the word “blockchain”. The concept is indeed used for that, but it can also be applied to HR. For example, to give the employee control over his or her data.
How nice would it be if data such as courses, diplomas and successful projects could be stored in a kind of 'portfolio'?
It would put an end to nervously gathering all the data as soon as a resume has to be drawn up. And will the employee be seconded to another company? Then the necessary data is exchanged in the blink of an eye. This saves a lot of time in recruitment and onboarding, and is a lot less prone to errors.
Artificial Intelligence (AI) is a concept where computers perform tasks that normally require human intelligence. Based on an algorithm, AI identifies patterns and develops new actions from them, without the need for human intervention. Over the past few years, AI has crept into our daily lives almost unnoticed. From smartphones to robot vacuum cleaners, from search engines to spam filters: all concepts based on AI.
AI is also a useful tool in the HR field. For example, you can use it to track suitable candidates for your vacancy. Based on the criteria you have entered, AI can find a suitable match with people who exactly meet your preferences in their online behavior. Once you have located that suitable target group, it is a lot easier to approach applicants.
But you can also use AI to develop a customised learning environment. By following students' choices and preferences, a personalised curriculum is created that exactly matches the individual employee's pace of study and prior knowledge.
Not so long ago, entire office floors were filled with employees who had to perform mind-numbing administrative actions day in, day out. Simply retype lists, enter invoices, enter schedules. Especially not to think too much, but it had to be done quickly and without errors. Robotic Process Automation (RPA) has made it possible to carry out this type of “assembly line” faster, cheaper and more error-free.
This development has various interfaces with the HR field. First of all, it means a shift in the labor market: some administrative functions have disappeared as a result, or are being phased out.
When software robots collect, edit, send or enter information perfectly, human actions are no longer necessary. That doesn't necessarily have to be a bad thing. Especially with the current labor market, a different distribution of the available workforce is not a bad idea.
Smart use of RPA can also create tons of time in busy agendas. Time spent on repetitive work can be spent on strategy, policy development, projects that matter and... free time. RPA tools can be set up in such a way that data-driven processes are optimally supported. Translated back to the HR world: RPA, for example, can make recruitment a lot easier.
Suppose you hired a candidate, you would no longer have to update the applicant tracking system thanks to RPA. Create a new employee base in the personnel system and enter all name and address and bank details?
No longer necessary: the RPA lets the various systems communicate with each other, and also checks whether they are all AVG-proof and compliant. A child can do laundry.
New technology within companies often provide new software links, updates and releases. These changes can disrupt existing processes. To prevent this, more and more organisations are using automated regression testing. These types of tests ensure that updates can be checked without disrupting existing workflows.
This way, continuity within HR systems is maintained, even when new tools or AI integrations are added. The result is more stability, fewer errors and faster adoption of technological innovations.
Perhaps your current systems can be integrated with new software, or an update is sufficient to meet your current needs. In similar situations, Functionize listed reliable regression automation tools that demonstrate how updates can be checked without disrupting existing workflows. This highlights the importance of testing to keep processes steady when older systems are combined with new ones. It also shows that continuity can be maintained even while making changes.
So far, our brief introduction to today's IT. Do you see opportunities for your HR department in these developments in automation? Trust us: the opportunities are growing day by day. More and more is within reach of every organisation and employee.
If there is one HR discipline that benefits from this technological advancement, it is precisely the training and development branch. The technological possibilities to offer training opportunities to every employee have become almost endless. Study results can be recorded and processed in real time in the LMS. Knowledge is easily shared inside and outside the organisation.
There is another advantage: people usually feel much safer when they practice with a robot or in an online learning environment. You can practice endlessly in the learning environment, without hindering other students or paying extra costs.
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We would love to introduce you to all kinds of online solutions that can answer your organisation's learning questions. If you have questions in other areas of HR, we are also happy to think along with you. Pluvo is often at the forefront of new developments, and we are happy to share our knowledge!
As an educational expert specialising in online learning, I have been writing blogs for Pluvo for 5 years. My focus is on powerful learning solutions for organisations. Universal Design for Learning and inclusive learning are my passion; I believe that education should be accessible and fun for everyone.
I've been combining my 35 years of HR experience with copywriting for over 15 years. And even then, I learn new things over and over again. That's what makes writing blogs for Pluvo so incredibly interesting!
