Just like the future HR leaders of the past had to embrace change as their role expanded from an administrative function to that of a business partner, so too must today’s HR leaders as the effects of enabling technologies fundamentally changes how employees relate to them. No longer is the generalist role the only path to CHRO. HR leaders of today must spend time in many of the different HR disciplines. Some are even seeking projects outside of HR to gain first-hand experience on the different business drivers. With a technology driven environment, HR will only become more strategic. Many HR operational functions can be run online, leaving HR professionals to become strategic partners who can work together with the top leadership team to develop and implement business strategies. During one of ChapmanCG’s recent HR networking event, participants spoke about the impact that technology has had on these 3 key functions:
1. Talent Acquisition
With the start of social media platforms, career portals, video interviewing and even the growth of mobile apps, there is no question that the entire talent arena has become one of the more dynamic functions within HR.
2. Performance Management
Gone are the days of paper reviews and multiple forms to complete. Performance management is undergoing a massive transformation as a lot of companies are not only changing the processes, but giving employees and managers more online tools to help provide a continuous feedback loop that becomes an ongoing dialogue about not only performance, but projects and how stuff gets done.
3. Succession Planning
Succession Planning is another technological transformation of HR with employees at some organisations being able to run their succession plans online with their managers. Oracle’s Turkey HR Director, Ebru Aymen indicated she has access to over 150,000 employee’s personal details across the globe, and talked through the self-service kiosk model, which gives employees control of their careers.
4. Mobile HR
Having a technology savvy organisation can definitely help with attracting the younger workforce, but the digitisation of HR goes beyond talent acquisition. It is about learning to leverage enabling technologies that allow HR to operate more efficiently, thus giving them the opportunity to work more strategically.
- Leave apps designed to show leave balance, to submit requests for leave or see who’s out of the office. (Examples: timeOFF, Kanbanchi or AnnualLeave.com)
- Payroll statements view payroll statements, submit queries, and timesheets. (Examples: Online Payroll, Run)
- Time management apps that allow employees to manage their time spent on projects and other activities. (Examples: Toggl, Focus Booster or Timely.)
- Employee {nolink}benefits{/nolink} apps that help to track and promote wellness in the workplace and provide access to different {nolink}benefits{/nolink} programs. (Examples: HR InTouch Mobile or Sonic Boom Wellness.)
Life as modern consumers has trained us to use mobile devices for our everyday needs, and there’s no reason why HR can’t create the same flexibility and access to information for employees. Future HR leaders will begin to wear many hats (inside and outside of human resources). Incorporating technology in the way they serve their employee population will be a key element of its transformation.
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