Despite all the talk about the use of technology in talent management, the majority of human resources departments is behind the curve.
Employee recruitment, engagement and retention can all be enhanced by evolving technology.
However, 72 percent of HR departments revealed they were not using such tools. That’s according to 1,000 respondents in a survey for the “2015 State of Talent Management Report,” by SilkRoad (www.silkroad.com).
Some key findings:
— Only 28 percent of respondents are fully automated for HR functions, including 8 percent still drown in paper and manual processes.
— Engagement and retention remains a looming concern for HR professionals.
— Integrating HR systems and data is at the top of the to-do list for many companies.
— Year-over-year survey results show increases in professionals’ concerns about being more strategic and having a “place at the table” in business decision-making about their organizations.
One obvious conclusion: Many HR managers need to become a partner in the C-suite – to communicate effectively with senior executives.
To achieve such an objective, HR professionals should upgrade their skills so they can market their ideas and concerns to CEO bosses.
HR professionals should upgrade their skills so they can market their ideas and concerns to CEO bosses.
HR better get busy in information technology to keep their companies competitive for the best talent. HR software will continue to evolve in capability and efficiency.
HR software is now a $15-billion market, according to Simon Fowler, Managing Director, Advanced Business Solutions (Commercial Division). The company’s Web address: www.advancedcomputersoftware.com.
Mr. Fowler delineates seven HR-technology trends:
As technology advances, the volumes of data held in such systems will only increase. This inevitably leads to more security risks and the need to be more diligent. It is increasingly important for customers to have access to flexible and configurable security options that meet regulatory requirements, such as data protection legislation, archiving and storage.
Social media is widely used throughout businesses to communicate externally but also increasingly internally, for example by using applications like Yammer to share information and empowering staff to opt-in to relevant online groups within the company. The integration of social media feeds and platforms into self-service interfaces will become the norm, helping to increase employee engagement and interaction.
The explosion of mobile devices onto the market has influenced a much more mobile workforce. Self-serve workflow technologies, such as Advanced’s mobile employee engagement tool, are already commonplace. HR cannot afford to be left behind, and any process or workflow should have the flexibility to be deployed via a mobile device to increase engagement and reduce administration.
As big data increases, so does the demand for sophisticated analysis. Dashboard solutions have the flexibility to provide KPI information such as turnover by salary, age and gender, absence management and trend analysis in real-time, resulting in a speedier, easier process.
As a cost-effective and scalable alternative to on-premise IT, the cloud continues to be a popular choice as a platform for flexible and accessible working. It also often forms part of a company’s disaster recovery measures. HR systems hosted in the software provider’s data centre are an economical solution and ensure valuable data is backed up in the face of an emergency.
For HR functions to become more strategic, systems need to be unified. The various aspects of HR should no longer be disparate and software is often the easiest route to integrating payroll, HR, talent management, reporting and analytics.
While not a new innovation, automated processes can increase compliance and best practice through KPI alerts and reminders for training and re-certification. HR software that enables any process and workflow to be automated will support businesses to prioritize compliance while remaining efficient. Expect more automation in the future.
Some final thoughts:
Success necessitates an intelligent team approach with HR, senior management and IT participating. It behooves HR managers to become stronger advocates for technology.
But adoption of tech processes will require HR to make certain to use a human touch in this increasingly impersonal world.
These strategies are vital for enhanced recruitment, engagement and retention in talent management to win in the competitive marketplace.
From the Coach’s Corner, here are related HR articles:
Critical HR Recruiting Strategies for Business Profit — By developing strategic recruiting plans, human resources professionals will make significant contributions to the bottom-line profit goals of their employers. So, it’s imperative to innovate in your recruiting processes and market your strategies to senior management and hiring managers.
HR – Do you Partner with IT for Top Online Recruiting? — If you’re talented in recruiting the best talent, talented applicants will appreciate your talent. That underscores the need to partner with information technology in online recruiting.
HR-Social Media Tips for Best Employee Morale, Culture — Social media affects your company’s culture – probably as much as the employees who engage in water cooler gossip. It’s true. Your company’s reputation is affected internally and externally by social-networking sites.
Best Practices to Evaluate Your HR Performance — To reach profit goals, leading organizations assess the performance of their human resources programs. If you want to accurately analyze the performance of your HR, at the very least you must research two areas.
HR: Overcoming Tech Trends, Boomer Retirements — There are ominous implications for human resources departments — from the same tech trends that have empowered consumers to force businesses into the digital age.
“Talent wins games, but teamwork and intelligence wins championships.”