Are Human Resources Leaders Evolving with Technology?

This is a Man Vs Machine dilemma …

Technology has altered every aspect of our lives, and it is not surprising that it has a huge impact on the most important department in an organization, Human Resources. New technological advancements have changed the way we interact with our most important asset, our employees. If appropriately consumed, technology can have a worthy impact on the HR program and practices of any organization. It does so by making the Human Resource Leaders and HR organization more effective, efficient, and robust to meet and address all kinds of internal and external demands and changes of any kind. However, it must be kept in mind that using it in a wrong way can have opposing effects on the entire organization.

Many organizations are capitalizing on technology using emerging platforms from different vendors, which comes in different shapes and forms. The overall idea of using technology is to ensure that the HR organization is effective in delivering outstanding “employee experience” of all kinds and by all means. Before we leverage technology to make the HR organization effective, it becomes imperative for HR leaders to design and craft a robust HR architecture. The HR architecture differentiates good from great; it becomes the reason for any organization to infuse technology and to bring overall effectiveness to the HR organization. The below-given HR architecture framework is the starting point that every organization across industries should first consider before the technology is instilled.

HR leaders need to dissect the above framework and see where they can digitize their programs, practices, and processes to make them more robust and effective. The real challenge is to have a “T” shaped learning approach to perceive the HR programs in length and breadth and then connect it to system thinking to infuse technology wherever required. As HR leaders, we need to realize and understand that integration with technology requires an end to end understanding of a program from all ends. The big picture thinking tied with system thinking delivers true HR effectiveness.

It is probably clear to you by now that technology is the irrefutable future of HR. Another way that technology is helping our HR organization is by deriving meaning from all kinds, forms, and shapes of data (both structured & unstructured). Technology simplifies the task of analyzing employee data in different shapes and forms for all kinds of decision-making aspects. The recent advancements in technology are simple and aim to improve and complement HR organization’s functionality, efficiency, and effectiveness.

Technology has, without a reservation, brought the positive impact that we need in an HR organization. However, it must still be underlined that technological advancements are nowhere near to human decision-making capabilities. To make your name in the market, it is important to follow certain technology trends. Following technological practices can secure your place in the market and make your employees more aware of what is happening around the world. The extent to which you want to leverage these practices depends entirely upon you and your company. All kinds of technologies and information systems have dramatically altered how HR services are delivered inside and outside by organizations. Used effectively, technology can make HR leaders and HR teams more efficient, better informed, and better able to communicate how they add value to the business and organization. As the research shows, organizations that combine effective HR management programs, practices, and processes with effective HR technology are likely to be more productive and more profitable than those that do not. Of course, the challenge for HR leaders is to manage this technology to maximize the benefits while minimizing the pitfalls along the way.

By,

Aravind Warrier, Director- Human Resource, RapidValue

This article has been published in the 2nd edition of the HR Club’s E-Newsletter by ISB&M (International School of Business & Media).