The future of HR technology

Technological innovations have pushed HR to a critical turning point. Employees increasingly complete payroll and benefits tasks using a self-service portal, and online recruiting tools have automated significant parts of the job posting and application process.

For some, these innovations are markers of an uncertain future with fewer jobs for HR professionals. For those who embrace technology, the digital age presents an opportunity for HR to support an organization and its employees in a more significant way.

From administrator to strategic advisor

Only 20 percent of employees believe their HR department supports and improves their work performance. Furthermore, only thirty percent of CFOs surveyed viewed the head of HR as a key player in strategic planning.

On the upside, 75 percent of C-Suite executives acknowledge the vital role human resources plays in the success of an organization. When asked to identify the most significant factors that could harm the organization fiscally within the next 12 months, executives’ top responses included:

  • Insufficient talent within the organization as a whole
  • Lack of alignment of individual and business objectives
  • Low employee satisfaction

Executives clearly understand the relationship between organizational goals and skilled, motivated employees. Unfortunately, a lack of data prevents many executives from measuring the true value of their HR department.

Technology and talent intelligence

The right digital tools deliver data HR can use to demonstrate its value as a strategic decision-making partner. Additionally, by providing executives with data-driven employee insights, HR can empower decision makers with actionable information to achieve corporate goals.

Using an integrated enterprise platform, an HR manager can dig into employee analytics and segment worker performance based upon location, job title, and activity in the same way marketers gain valuable insights about external customers.

Oracle CIO Mark Sunday described additional ways HR departments can use data to show their value to a company’s bottom line:

  • Using analytics to identify and recruit top candidates
  • Predicting when employees might leave based on behaviors
  • Creating custom incentives to motivate and reward high performers
  • Evaluating which data points are an indicator of an employee’s future success

HR professionals of the future must also be prepared to harness talent when and where it’s needed. This may include increasing or reducing a workforce on a per project basis across multiple locations. Again, digital tools are key to pinpointing how best to respond to this need.

A holistic, cross-functional employee portal is key

In order to provide next-level HR and drive workplace performance, companies need an integrated employee portal with a consumer-grade user experience that enables workers to manage their workflows. In their non-work lives, employees use technology and automation to help them accomplish a variety of complex tasks. It’s only natural that they would have the same expectations of their workplace tools.

Top-performing businesses, such as Oracle, are already taking advantage of employees’ interest in self-service to improve employee efficiency. By providing employees with tools to complete tasks whenever and wherever they want using the the device of their choice, Oracle is empowering employees to become more productive and more effective at their jobs.

According to a Dell Future Workforce Study, businesses will need to invest in smarter, employee-centric workplace technologies in order to stay competitive. Organizations that have already take this step are 73 percent are more likely to report improved sales and new customer acquisition. However, only 34 percent of companies currently use data and analytics for making strategic people decisions.

So what can you do to stay ahead of the curve?

Fast Company recommends a few basic steps forward-thinking organizations can take to future-proof their employee experience:

  • Choose a platform that allows you to add a host of third-party applications to service your internal customers. In doing so, you’ll allow staff to be better informed when making important decisions.
  • Ensure employees can customize their experience with quick links to frequently visited content and create messaging channels to discuss projects.
  • Develop a plan to communicate the benefits of self-service within an employee experience portal and how employees can get the most out of it.

Does your HR department have the digital tools required to pivot from administrator to key partner in driving performance and growth? Get ahead of the curve with an employee experience portal and make sure you’re ready for the future of work.

Topic: Employee experience

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