There’s no human match to the finesse and accuracy of the technical tasks that machines can undertake

During the last couple of years, venture capitalists and private equity players have invested more than $1.87 billion in companies that make HR and workforce-related software. From cloud-based software to building entirely new infrastructure, companies are investing heavily in HR technology.

The massive disruption that machine learning and automation has caused has forced us to reconcile all that we thought we knew about the future of work. Even ‘expert’ predictions are unable to fully gauge the entire scope of this massive, dynamic environment. 

There’s no human match to the finesse and accuracy of the technical tasks that machines can undertake. Technology is the central part of any job now; be it IT or Human Resources. The Future of jobs and skills required for them is the major agenda in many major global conferences. 

Out of the many ways that technology is shaping the future of work, some of the most prominent are;

The Problem of Plenty

There’s no denying that technology has shaken things up in HR, for the employer and subsequently the employee. 

Change is always an overwhelming state of mind in the beginning. But for the discerning employee and the employer, there’s a ‘problem of plenty’ when it comes to the many means towards an end in a technologically advanced world. AI has increased options by manifold, giving employees the tools to perform effectively and achieve what was previously unattainable. It has also made it easier for employers to present myriad options for open communication, learning and development and personal growth.

Since the last few years, technology has made companies move forward from traditional emails to sophisticated collaborative software, high-end video conferencing and applications that help more efficient teamwork like Facebook Workplace, Microsoft Team, Slack, HipChat, etc. 

There have already been a slew of innovations in the performance management system, talent management software and recruiting. Companies are now investing in tools that need to be as adaptable as the changing expectations and job roles. Transparency in performance management is a by-product of rapid innovation in this sphere. From goal setting to performance reviews, companies are bringing in technology at every step of the way. 

Freedom of Expression & Personalization

Machine learning has enabled Human Resources to move its attention from the organization to the team to right down to the employee.  

Technology is actually bringing HR closer to the employee. It is helping de-generalize the audience and look at each employee as a customer who values the experience. From anonymous feedback tools such as the popular Glassdoor and the underdogs like Fishbowl, Owler, and Whisper, there are now a variety of platforms for the employee to voice an opinion, participate in polls and openly discuss issues. 

This has made it easier for organizations to learn about what employees feel and drive their employee engagement initiatives aligned with that. To enable continuous listening, companies have employed a number of tools of feedback, mentoring and communicating in general.  

AI in Learning

The biggest achievement of Artificial Intelligence is that it has helped us make sense of the information overload that stares at our faces in the Internet age. Organizations are experimenting with hundreds of courses, micro-learning systems, books, articles, videos, etc. 

Technology has also made it possible for Subject Matter Experts to become trainers and make their own content like videos and programs. It has enabled even mid-sized and small companies to adopt sophisticated VR and AR in their learning plans. 

Integrated LMS and mobile phone learning have seen a big boom and we can now say that we are in a renaissance of learning. Leaders like Degreed, EdCast, Cornerstone, etc are making pathways in innovating learning experience platforms to be cutting edge and interactive. Easy, mobile-friendly, simple to use and scalable, these platforms have transformed the role of Learning & Development from a sluggish, reactive function to a dynamic, proactive stimulus to the organization. Learners are now enjoying a Netflix-like experience in learning and this is only going to get savvier! 

AI is helping HR professionals sort data on learning preferences and employee skillsets, draw useful conclusions and make better choices. It has helped provide learning content tailored to the exact competencies that are needed in the employee to be agile.  

In a survey conducted by Dale Carnegie, 81 percent of executives consider agility to be the most important characteristic of successful organizations. More agile companies report a 60 percent faster time to market and 59 percent faster innovation.

Through the right application of technology, HR is now playing the eminent role of a strategic business partner helping organizations become agile in the face of volatile change. By providing the workforce the chance to upskill and learn in a manner that is most suitable to the employees, technology is helping the HR function evolve into a catalyst of dexterity. 

A Big Wide Blue Ocean

Technology has made the world a smaller place. But for HR, it has made it a big wide blue ocean that is full of a great catch. While technology has helped connect employees worldwide, it has also enabled widespread outsourcing of work. With that, it has also made work management systems for the contingent workforce an essential factor for the HR function. As organizations realize that more and more work can be outsourced, technology like ERP/Core HR systems with built-in interfaces and tools to manage the gig workers will gather steam.

In fact, technology is also enabling HR to provide a uniform employee experience regardless of the location. With the help of data available about employees, HR professionals will be able to accurately measure performance and provide the right resources to even the out-of-office workforce. 

Out goes the Mundane in Recruiting

For some companies, recruiting and talent sourcing could be as simple as applicant tracking, collating resumes, scoring applicants, etc. But for future-focused organizations, it actually starts with creating an employer brand, reaching out to the right sources, visibility on the right platforms, finding ambassadors in a strong alumni network and so on. 

Technology has made it easier for HR to undertake candidate marketing, job advertising, identifying passive candidates, administering assessments, etc. 

Since recruitment is one of the most important things that an HR function does, recruitment software is one of the most dynamic and exciting spaces in the HR technology space. Many ERP and platform providers have integrated recruitment systems and are now integrating multiple business units at a fast speed. From crowdsourcing applications that help remove bias and gender discrimination to the video-based assessment system, even smaller vendors are making great progress in recruitment technology. 

The HR function is set to play a more critical role in the organization’s success with the onset of sophisticated technology. Due to the tools now available at its disposal, HR can react to the needs of the organization more efficiently and augment the workforce abilities at the pace that is needed in the disruptive business environment. 

Disclaimer: The views expressed in the article above are those of the authors' and do not necessarily represent or reflect the views of this publishing house