The HR sector is at the cusp of some significant and transformative changes. Digital transformation is inevitable as it becomes the required future skill for an organization's workforce. However, it is vital to understand how specific digital solutions address the individual requirements of the organization
Fremont, CA: Although HR may be one of the last departments to see the full force of technology transformations, it definitely finds itself in the crosshairs of an increasing number of technological developments. For technology strategists, the old, outdated, and manual processes still used by HR are a goldmine of opportunities for implementing automation solutions. At the same time, organizations are increasingly concerned about the enormous costs of resourcing. They are looking for new options to recruit and retain employees, to build talent pools, and maximize their investments.
The HR sector is at the cusp of some significant and transformative changes. Digital transformation is inevitable as it becomes the required future skill for an organization's workforce. However, it is vital to understand how specific digital solutions address the individual requirements of the organization. More so, it is necessary to ensure that these technological advancements are placed in the hands of HR leaders that can make the most of them. Any technology investment requires a transformation in HR skills to be successfully implemented. Getting this right could result in not just an increase in ROI but also mold their HR departments into strategic business partners responsible for significant impact on the company's bottom line, and the analytical capability to understand and make sense of a larger volume of data in the future.
The HR Technology Revolution
Organizations can be seen investing heavily in HR technology as vendors emerge with solutions that incorporate a wide range of innovative technologies. Over the last year, there has been a 29 percent increase in investment in HR technology, resulting in a 10 percent growth in the HR tech market. There are a variety of trends emerging, including the shift from engagement to productivity in core systems, the use of Artificial Intelligence, and the significance of gig workforce management. HR analytics is yet another sector undergoing transformation, which relates to the area of productivity. New methods to create insights on how investments in human capital assets contribute to the success of an organization are also emerging. This is made possible by applying statistical methods to integrated HR, talent management, financial, and operational data.
Data Skills Complement Tech Solutions
Tech solutions and the results they can produce can sound very tempting, but companies should tread carefully while choosing their vendors. Rather than diving right into it, a company should first assess what they really need. Practitioner led solutions built and maintained by professionals with HR industry experience are generally the best option for organizations that are not quite sure which solution fits their needs. However, these consultative approaches should not end up in sales or onboarding. The best practitioners know that upskilling HR teams is fundamental to making the most of any technology.
Data science skills play a vital role within organizations that invest in the new wave of HR technologies, as these organizations look to make the most of their investments. Having intellectual people on your team who can interrogate and interpret the data, deciphering where it has come from, what it tells them, and what the anomalies are, can work to an organization's advantages. Once the skills are in place, it is time to concentrate on the next stage, rewards. Much of HR analysis is linked associated to productivity, attraction, motivation, and retention, which are all linked too and very dependent on the reward. However, traditional reward models of fixed structures and pay ranges are not so compatible in terms of adaptability and flexibility that the future digital workplace demands. The absence of a system that can consolidate and analyze global reward data on a granular employee level is a data that gap that needs to resolve on priority, especially for global organizations that aim for consistency in rewards across functions and countries.
Data-Driven HR to Power Organization Transformation
Introducing data science as a core skill with HR departments can help organizations change their employees from people managers to business strategists. Future HR professionals will be required to advise organizations on everything from pay ratio adjustments and cost-effective locations to borderless workforces. This can be made possible if they are able to act on the data at their fingertips, develop interpretable models, and explainable analytical results that win over the confidence of key decision-makers. This kind of technological transformation within HR departments may seem to be a long way off, and just achieving such change can be equivalent to a major victory for some organizations. Anyone who wants to transform their career can attain these skills over time. However, these technologies are mostly short-lived, and within a period of two years, there will always be another change of trends. Hence, employees must continuously refresh themselves and be ready to learn and adapt to even more new technologies.
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