What are the main technologies in human resources management?
In recent decades, companies have undergone a technological revolution in their processes, ranging from a new form of industrial production to consumer 4.0. It is clear that this transformation has not only changed how products and services are produced but has also impacted the HR sector.
Like many other areas of a business, this category has started to implement new tools to make its work more agile, so technology in human resources management is not just a possibility but a necessity.
In fact, according to The Future of HR 2019 report, around two-thirds of human resources professionals believe that the sector is changing profoundly, becoming increasingly digital. However, only 40% believe that the area is ready to deal with these changes.
Therefore, in this text, we will explain what technologies are for the sector and why they are important. Check out!
What is the importance of technology in human resources management?
When we think about using technology for any activity, we always keep in mind the possibility of improving processes. This would be no different with the human resources area; however, what happens is that, because they deal directly with people, many do not understand how technology could help a process that is so human.
However, monitoring employees, especially to monitor performance and how to achieve certain results, would not be the same without technological tools. The ability to measure data and provide proven information can be an important mechanism for decision-making.
For example, a company that is unsure whether or not to hire more employees, upon learning from HR that the employees' performance produces result X, may rethink whether there is a need to hire.
Therefore, technology is crucial for HR management as it enhances processes, streamlines mechanisms, and facilitates data-driven decision-making.
What are these technologies?
As technology continues to evolve, new technologies emerge and find their way into various business sectors. In HR, specifically, we already have a series of technologies that are part of the routine. Here, we will show you the main ones. Continues!
Cloud
This is not exclusive to the sector, as the cloud is a technology that has already been incorporated into business processes. It essentially consists of an online storage space in which you can store files, documents, etc., accessing them from anywhere you have internet access.
For HR, which is constantly exposed to confidential data, archiving this information in such a location is a chance to protect itself against possible operational problems, such as broken computers, loss of HD, etc.
Virtualization
With digital becoming more and more part of people's lives, many activities that previously needed to be done in person have become less necessary. In fact, the possibility of sending instant messages, chatting with someone via video, and even sending files via email offered a great perspective for companies: the home office.
The alternative of working from home not only makes the routine more flexible for employees but also expands opportunities for the company to reach. It no longer needs to be restricted to hiring employees from its region; it can even employ employees from other countries.
Standardization of routines
Thanks to technology, new models are implemented as innovative ways of measuring data and applying systems emerge. For HR, many of its routines are related to monitoring employees, but technological tools have brought a more strategic vision.
For example, the ROI metric is already a standard for companies and helps to understand how employees contribute to a return. To measure it, you can obviously use software that helps in collecting data and calculating this index.
Artificial intelligence
We couldn't talk about digital tools without commenting on AI (artificial intelligence). This is a technology implemented in different spaces, both to improve a company's activities and to benefit the lives of consumers.
In terms of HR, it is used in tools that make communication with employees and candidates more practical. For example, some make it easier to understand individuals' behaviors and automate the screening of resumes through pre-established filters, all automatically.
Big data
Another big name in business technology, big data, is the answer to not only collecting lots of data but also analyzing it. In HR, this information is crucial for decision-making and makes all the difference in choosing the right employee.
We know that this is a technology that is already a trend in many sectors, especially those focused on customer satisfaction and acquisition. In human resources, the trend is for big data to become integrated into the selection and monitoring processes, enabling the company's team to develop a more strategic approach to data.
How do you choose the right technology for your company?
As we saw in the previous topic, there are many technologies that make processes easier and help with decision-making; however, among so many, how can we make the right choice?
When making this decision, two points need evaluation:
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What your company needs As a first step, it is important to know the business. Assess what the objective is and what the company has already done to get there, and it is also essential to understand what the company needs. Does the company aim to enhance data evaluation or expedite the recruitment process, among other considerations?
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analyze the technologies—Understanding your requirements makes it easier to search for technologies that fulfill those needs. There are several on the market; Researching and, if feasible, testing technologies for a period can help determine their effectiveness.