3 Ways In Which Digital Technology Will Change HR’s Structure
Digital transformation refers to the integration of digital technology into all areas of a business that changes how the company and employees operate and deliver value to customers.
The digital transformation journey is expecting organizations to continually challenge the status quo. Organizations need to experiment and become comfortable with failure. This is a fundamental shift in the culture of most organizations.
The HR digital transformation journey includes changing the entire organization to meet the new demands and achieve the cultural changes required.
This is beyond just HR and includes changing the entire organization to meet the new demands for success and achieve the cultural changes required.
The new skills required to enable digital transformation have added to the already fierce battle for talent. It has never been more crucial to position the organization as an employer of choice.
This positioning depends mainly on human resources driving, supporting, and implementing digital initiatives in the workplace.
The structure and nature of HR have to change in a particular way. Here are three ways in which digital technology will change the structure of HR.
Online and Automated HR Recruitment and Onboarding Processes
Applicant tracking systems (ATS) have revolutionized the recruitment function with software screening of resumes to automatically eliminate unqualified candidates by using keyword filtering. This has reduced the time spent creating shortlists.
The next phase involves advancements in machine learning with AI capable of writing job postings, doing pre-interview testing, interview planning, and interview evaluation features. AI systems are trained based on accepted candidates’ success data.
Recruiter chatbots also help recruiters save time by screening and engaging with candidates throughout the hiring process.
The writing of vacancies and job post content can also be automated. There are many AI on the market that HR professionals can use to write better job postings.
All these systems have eliminated extensive recruitment teams and have transformed recruitment into an online exercise. Freelancers often conduct candidate sourcing.
The moment the candidate signs an offer of employment to the first day in the office, HR is involved with many manual tasks. These tasks include introducing the employee to the tools used, giving virtual office tours for orientation, and introducing them to their team.
The multiple onboarding software programs available can personalize the onboarding journeys of new hires while automating manual onboarding tasks.
HR professionals should spend their time ensuring that the organization’s onboarding process contributes to the organizational culture and positions it as an employer of choice.
The Ultimate Remote Employee Onboarding Checklist for 2021 is a great resource detailing the requirements of a proper onboarding process.
Enhanced Employee Engagement and Lifecycle Management
Once an employee starts in a new position, their orientation process commences. Talent management software contains performance management, learning and development, compensation management, and succession planning components.
These assist HR and the line manager in managing the employee lifecycle.
Taking care of the administration side of managing an employee through effective online automated software frees up the HR professional to focus on assisting the business to achieve their goals and stay close to employees.
More HR Analytics
Data-driven HR requires a lot of workforce analytics to gain insights on employee and HR performance. Metrics such as time to fill, competency analytics, retention rate, cost per hire, and replacement rate are used.
HR is at the forefront of the employee and business side of the organization and is expected to spearhead digital change in the workplace. Digital technology change implementation will bring a more engaged, empowered, and informed workforce with increased satisfaction and productivity.
Technology, when used correctly, may have a positive influence on any company’s HR operations. It accomplishes this by streamlining and organizing the Human Resource department.
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