How evolving technology in HR is redefining possible
Technology has revolutionised every aspect of our lives, and the field of HR is no exception. Explore how technology in HR can empower you to drive transformation and keep pace with the changing world of work.
Published: October 18, 2024 | by Hayley Buck, Head of Portfolio Marketing at Brightmine
Technology has revolutionised every aspect of our lives, and the field of HR is no exception. In today’s fast-paced business environment, HR leaders need to continue to embrace technology to transform their strategies and redefine what is possible.
Where change and transformation are a constant, leveraging evolving HR technology will enable HR to deliver more business impact with fewer resources and a tighter budget. And, over the last 10 — even 5 — years, HR technology has changed significantly. Its focus has quickly shifted from cloud computing to artificial intelligence and data-driven decision-making.
As a result, today, HR leaders need a robust HR tech stack to meet the evolving needs of their workforce and keep pace with an increasingly complex regulatory, economic and social environment. As economic circumstances change, leaders are also looking to HR technology to enable their HR teams to do more with less and provide a sustainable return on investment to the business.
This resource explores how HR technology can empower HR to drive transformation and keep pace with the changing world of work.
The benefits of technology in HR
The explosion of HR technology, now further propelled by AI, is improving HR strategies. It’s enabling HR to drive greater automation and efficiency, and helping teams move away from resource intensive and repetitive tasks. It’s also improving how they make decisions with access to better and richer data.
Specifically, HR technology continues to have significant positive impact in the following ways:
Efficiencies
With the implementation of advanced HR systems, manual processes are being automated, leading to increased efficiency and reduced administrative burden for HR teams. This allows them to focus more on strategic initiatives that drive organisational growth. Fewer transactional tasks in HR functions like talent management and payroll management will free up valuable time to concentrate on human-centered, value-added tasks.
Flexibility
Technology has disrupted traditional work environments by enabling remote work opportunities. Virtual collaboration tools, cloud-based platforms and video conferencing solutions have made it easier for employees to work from anywhere. This flexibility enhances work-life balance, reduces commuting time and empowers employees to be more productive in an environment that suits their needs. As remote work becomes more prevalent, HR systems are adapting to support remote team collaboration, communication and performance management.
Accuracy
HR technology is improving HR accuracy and decision-making in key functional areas. Solutions that collect and analyse HR data related to employee learning, recruitment and performance provide HR with the information they need to make objective, accurate decisions. HR teams are also benefiting from HR compliance technology, which simplifies legal research and compliance management.
Technology in HR is redefining possible
HR technology is also changing what’s possible for HR.
Organisations have recognised the importance of prioritising their people as a key driver of business success. As a result, HR’s role has expanded beyond administrative tasks, becoming a strategic partner focused on maximising human capital through technology-enabled solutions.
Here are some ways technology is redefining what’s possible in HR:
In-depth insights and data
Advanced analytics tools provide HR leaders with real-time data insights into employee performance, engagement levels, talent acquisition metrics, benefits administration and more. These insights enable data-driven decision-making that enhances overall organisational effectiveness. In fact, according to Mclean & Company’s HR Trends Report 2024, HR teams that are “highly effective at facilitating data-driven decisions” are 2.3 times more likely to be perceived as highly effective in their organisation.
These advanced tools are not just improving decision making to manage the current state of work. Now, they’re enabling HR leaders to see further ahead, redefining their strategies to navigate the future of work.
With the help of HR systems integrated with AI and machine learning algorithms, HR teams can now quickly analyse vast amounts of data to identify trends and make informed predictions on key metrics, such as:
- Turnover risks.
- Skills gaps.
- Pay gaps.
- Budget changes.
- Future workforce needs.
A new employee experience standard
HR technology is also setting a new, hyper-personalised standard for the employee experience. It’s not only enhancing the digital employee experience — it’s reimagining what it means to provide a great experience.
Enhancing services
At base, digital HR platforms offer self-service options for employees to access information related to payroll, benefits enrollment, time-off requests and training programs. Employees can update personal information, review performance feedback and access learning resources at their convenience.
With the added help of AI, platforms (like LXPs) can make personalised recommendations, learn from employee profiles, preferences and decisions, and take an active role in guiding employees through important work and personal decisions.
This employee-centric approach empowers employees with greater control over their own experiences within the organisation.
Building relationships
Advanced technology in HR is also helping HR teams spend more time with employees. In addition to automating administrative tasks, it helps HR teams learn about their employees and their needs.
By providing user-friendly platforms that simplify HR processes, organisations enhance employee satisfaction and engagement in a way that — without significantly more resources — wouldn’t be possible.
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From management to high-impact growth
HR teams have seen first-hand how automation can streamline routine tasks, such as onboarding processes, leave management and benefits administration. Importantly, many can do this while ensuring accuracy and compliance.
These changes will continue to significantly impact employees in and outside HR. According to the Mercer 2024 Global Talent Trends Report, by 2027, more than half of an employee’s “transactional” responsibilities will be replaced by AI. Employees will focus more on relational and expertise-focused tasks, both of which will enjoy AI augmentation. The report also found that:
- 80% of jobs will likely be impacted by generative AI.
- Virtually all jobs will see their core tasks change significantly.
- Generative AI can provide productivity gains of 10-30%.
HR is seeing these changes in real time. New technology, such as Chatbots and virtual assistants, enable employees to quickly resolve HR-related queries with minimal intervention from HR professionals. This frees up valuable time for HR professionals to focus on providing personalised support and guidance when needed.
Additionally, AI-powered performance management systems provide real-time feedback, goal tracking and development plans.
By automating these processes, HR technology is redefining HR roles. HR teams can drop their “day-to-day” baggage and prioritise continuous improvement and growth.
Start your HR transformation
Embracing HR technology is crucial for remaining competitive. To embark on your own HR transformation, consider the following steps:
1. Audit
Audit your current HR technology investments and capabilities. To identify gaps and areas for improvement, it’s important to conduct a thorough evaluation of your existing HR systems and processes. In addition to understanding what you have, consider what interdependencies exist. For example, to meet your HR goals, new HR technology may need to be able to integrate with existing software.
2. Prioritise
Identify areas where HR technology and automation can make the greatest positive impact. Determine which core HR processes can be streamlined and automated to enhance efficiency and accuracy. This may require some investigation into how much time your team spends on certain tasks.
3. Collaborate
Collaborate with stakeholders across your organisation. This will typically include your IT department, line managers, other senior leadership and HR technology partners. Your IT department is particularly important as they can help you invest in and implement the right HR software safely. Ensure the chosen solution aligns with your business goals and needs.
4. Plan
Develop a change management strategy and plan that details the goals, critical steps and partnerships needed to ensure a smooth adoption of new technology. Effective change management will help you gain buy-in and prepare teams for continuous change. As part of your change management plan, consider:
- Establishing a stakeholder team to support implementation and governance.
- Identifying skills gaps and training employees.
- Identifying risks and creating safeguards (e.g., an AI policy ).
- Creating a communication plan.
5. Execute
Once you’ve established a clear strategy and plan, you can begin implementation. At this stage, it’s important to remember that adopting new technology in HR is an iterative process, particularly with the introduction of AI.
For example, many organisations adopting generative AI are starting with a small group of employees for specific use cases. These organisations consider the initial adoption the first of many steps, and they’re taking time to evaluate progress and identify areas of improvement.
Unlock new possibilities
By harnessing the power of technology alongside your HR team’s expertise, you can unlock new possibilities that will drive sustainable growth for your organisation. You can improve the employee experience, maximise employee engagement and much more.
Here at Brightmine, formerly XpertHR, we’re working with over 10,000 organisations to empower their HR leaders with the data, analytics and insight to build powerful people strategies, implement best practice and set their organisations up for brighter futures. See why our customers have made us an award winning, trusted HR technology solution they rely on every day.
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About the author
Hayley Buck
Head of Portfolio Marketing, Brightmine
Hayley Buck is the Head of Portfolio Marketing at Brightmine. She is responsible for product marketing and customer marketing. It is the passion and focus of her teams to represent the voice of our customers, ensuring our products and solutions address their needs and resolves their challenges.
Hayley has over 15 years’ experience in digital marketing, branding, demand generation, go-to-market and value marketing. She has been with Brightmine since 2013 and has enjoyed seeing its transformation and the continued support of its customers and HR.
When Hayley is not focused on marketing, she can be found in Jupiter, Florida, with her two young sons, husband and labrador or out running or travelling the world.
Connect with Hayley on LinkedIn.