Technology is a constant in all industries, and human resources is no exception. Technology allows parts of recruiting to become automated or significantly easier to vet in a talented workforce. Examples of technology affecting human resources include innovative use of software, hardware, and processes to manage people.
The Effects of Hardware on HR: Efficiency
The influence of personal devices has reached an all-time high, with personal devices being a staple in some industries. Technology can also streamline administration. For example, the internet is fully leveraged when workers can access an HR portal from every device, making it possible to set goals in the morning from a work desktop, track real-time performance throughout the day via a smartphone, and adjust goals at home on a personal laptop. This type of real-time performance feedback provides the data that helps HR and empower the business with real-time analytics.
Software and HR: Easy Data Mining
Much of the new HR software has the ability to access, compile, and analyze large amounts of data. This access to big data has allowed HR departments to take workplace analytics to the next level. For example, subjective skills assessments are no longer necessary. Instead, data analysis can provide a method for objectively assessing skills and the development of employees and even whole departments.
The Effects of Processes on HR: Goal Setting
Performance reviews are going by the wayside. Instead, companies are turning to set goals, such as the OKR (Objectives and Key Results) program popularized by Google. Setting and evaluating shorter-term goals gives workers, managers, and HR the ability to assess talent development more frequently than once or twice each year. More relevant and frequent goals, and the analysis of how the goals were met, provides HR with richer data and better-informed decision points.
The modern, hyper-connected workforce needs to be cognizant of technology and the emerging workforce. Millennials, in particular, make up an increasing percentage of the workforce who are much more technologically savvy than other generations – and companies need to catch up. HR departments must keep up with this demand, or risk losing valuable talent to competitors.