The Human Resources Department is establishing itself as an executor of more than cumbersome rules. In an era when uncertainty is the only certainty, the smart thing that an excellent organization has to do is to ensure that good people work with them. HR professionals will do their utmost to adopt the latest strategies, tools and techniques – from HR analysis to virtual reality – to get the most out of the talent. Larry Pernosky, Amedisys' Chief Human Resources Officer, summarizes HR's commitment to technology. If you grow at the pace of today's technology, it will enable you to develop strategies and leverage data and make strategic business decisions.
As we enter the mid-term of the last quarter of 2019, the enthusiasm for automation has swept across industries, and we explored the HR technology trend that will dominate in 2020. Following the HR technology trend, it has been and will continue to lead the industry change. Human resources processes and workflows.
1. Three levels of data-driven human resource analysis
In human resource management, analysis is not a new concept. But it stays here. Although most HR professionals and organizations have an understanding of analytics, few people know how to make the most of it. The HR department has collected data for several years but has not used it well.
Human resource analysis is an initiative to shape modern human resources processes. These platforms and tools enable HR and talent management professionals to track employee trends and take preventive action or planned initiatives when needed. Larry said,
Data can be used to understand our business goals, understand our level of wear and tear, productivity levels, understand the productivity of each role, how we can increase productivity, and then develop people, development and training programs, not just investing more in body and money. problem.
How do you implement it? To grasp this concept, identify and define metrics related to your organization, such as resignation rate. You can then link your resignation rate to your salary, promotion (waiting time), and fluctuations in performance. A more in-depth study in this query will help you develop an employee retention plan. Some popular HR analysis tools include: R, Python, Tableau, Power BI, Viser, Qlik, SPSS.
2. Inspiring connections and collaboration with digital technologies: HRIS
Self-organizing has used Human Resources Information Systems (HRIS) on the cloud to streamline policies, processes, and people in organizations for some time. By 2020, HR software will go beyond basic functions and focus on employee engagement.
Some features will be further automated and digitized in HRIS, including registering benefits, starting retirement, expanding the scope of interpersonal interactions, and expanding the ability to use embedded analytics to facilitate impact decision making on human resources and managers. Because the system is already integrated in most organizations, advanced HRIS can expand the reach of business executives.
3. Reinventing human resources with people-oriented: employee engagement
The pendulum is shifting from what HR professionals want to something that employees want. Adobe's Human Capital Report reports an interesting trend. According to the report, by 2020, about 20% of organizations will use employee engagement indicators as shared performance indicators for human resources and IT departments. To some extent, this is fascinating, because the concept of increasing employee engagement, which is often talked about in theory, has now translated into practice. The organization is using pulse surveys, suggestion boxes, discussion forums, and thought workshops as the first step toward improving the employee experience.
In addition to employee experience, forward-thinking companies use the digital HR platform to enhance the candidate's experience. The goal is to make it easy for job seekers to apply and simplify their experience from interviews to recruitment. The combination of electronic signatures and these platforms reduces downtime in the recruitment process.
Proposing the right question is the key to optimizing the use of HR Technology. Remember, the best questions are those that lead to viable insights!