Human Resources and Technology
In the accounting profession, we continuously hear how technology is going to affect jobs and drive change. Technology is going to have an impact on multiple areas of our businesses whether we want it to or not, including Human Resources. Not only will technology challenge us to look at recruiting individuals in non-accounting fields of study, but technology will also play a critical role in helping businesses anticipate and manage organizational change.
Deloitte’s Human Capital Trends predicted that by 2020, Millennials will make up more than 75 percent of the workforce. Human Resources is going to have to adapt swiftly to meet employee expectations and business requirements to keep them competitive. By utilizing technology, it will change the way Human Resources contacts employees, recruits, analyzes data and stores information.
Recruiting & Social Media
Before the internet, connecting with potential employees meant phone calls, face to face time, newspaper ads or letters. Human Resources professionals spent a great deal of time with paper resumes and personal phone calls during the recruiting process. Now organizations routinely recruit employees online and through social media. According to FinancesOnline, more than a quarter of employers are using social media channels like Facebook and LinkedIn for recruiting. Social media allows recruiters to target audiences with job postings, reach a larger variety of job seekers and show job seekers the environment in which they could be working.
Social media is continuously evolving. Millennials want to be engaged on the platforms they are using. That isn’t always Facebook or LinkedIn, but rather platforms such as Twitter and Snapchat. Can these platforms really be used for recruiting? The answer is yes, and some organizations such as McDonald’s Australia (Macca’s) are already taking advantage of Snapchat to engage with job seekers.
Organizations are also utilizing more web-based video interviews during their hiring process. With this emerging trend, Human Resource professionals can interview job seekers all over the world.
One of the key principles for Human Resource professionals is focusing on compliance and risk avoidance for their organization. Human Resources has always had a reputation for time-consuming duties which are surrounded by loads of paperwork. Over the years, technology has streamlined Human Resources duties and digitized a lot of their information via portals and platforms. This has given Human Resources professionals access to Big Data and helped them gain deeper insights to make decisions.
Big Data provides Human Resource professionals and their organizations with a tremendous amount of insight that is backed by fact-based information. It can offer a fact-based view of current workforce trends and emerging trends that allow the organization to adapt quickly and allow for predictive analytics which will lead to better risk management decisions. These analytics can help in the hiring processes when assessing potential employees based on facts instead of hunches, and ensuring the right individuals are placed in the right roles.
Moving to the Cloud
Cloud-based systems are changing Human Resources in a big way. An essential function of Human Resources is collecting and storing data, often this data has a lot of employee personal information. This usually meant hard drive spaces, piles of papers, filing cabinets and desk drawers. With this much data being collected and stored, not only is it time-consuming to file the data properly, but it also leads to inefficiencies, security issues with employee personal information, data loss and the need for more office space to house all this information. Today all the information collected can be stored in the cloud, documents and other pertinent information are easily accessible and data can be collected through online forms and automated processes. For example, employee information such as tax forms, performance reviews, contact information, etc. can all be collected online, archived and organized in one secure location.
In the age of smartphones, more organizations are seeking access to applications via mobile devices, including Human Resources. Employees are looking for systems that can be mobilized. How often have you asked, “is there an app for that?” By creating mobile apps for Human Resources, organizations will be able to streamline the basic HR functions, provide real-time feedback on employees and more. Apps will also allow employees to request time off, access their benefits information, change their mailing address and other tasks that have traditionally been done by someone in HR. This will help cut down on emails to Human Resources asking for information since employees will be able to access their information at any time and from anywhere.
By utilizing technology, organizations can continue to gain a deeper understanding of their business practices, what the organization needs to succeed and how to upskill and manage their employees. Technology is going to continue to evolve and impact Human Resources from processes, efficiencies, Big Data, employee expectations and much more. While many organizations haven’t made the switch to modern HR systems, it is only a matter of time before they need to do so to remain competitive within the profession.
As a Project Manager for Boomer Consulting, Inc., Jacqueline plans, executes and manages the people, resources and scope of many of our firm’s projects, programs and events. Jackie supports multiple phases of our business by providing assistance and constant communication with clients and sponsors, and by serving as an event liaison for programs and consulting engagements. Her primary roles include overseeing Lean Six Sigma Consulting and The Boomer Technology Circles™ Partnering Sponsor Program. Jackie thrives at the opportunities to build new relationships.