The pandemic has changed everything from human life to business life. With the outbreak now the new focus is on “human” aspect of HR function. Companies are realising the importance of employee engagement, motivation and technological advancements. The new focus makes HR department more important and responsible to have great employee experience.
A perfect blend of HR and technology can make big difference in the future. Here’s how we can make it happen:
Consider automation as norm, boosters shall be chatbots and digital tools as plug. Automation being the norm makes many operational areas easy. The hiring process, screening candidates, on-boarding are all integrated with technology. Traditional methods and practices have no great applicability today. Transformation to technological advancement is of high volatile. The exponential growth in emerging technologies such as the Internet of Things (IoT), Artificial Intelligence (AI) and Machine Learning will be crucial in improving HR’s functional skills through observing employee behaviour, providing input and building a favorable environment to improve employee morale.
HR technology plays a key role in the smooth communication between management and staff via messaging and intranet resources. Chatbots can help create interactive and informal contact. Companies can efficiently communicate their priorities to workers and make them willing partners in the corporate project by making chatbots a central component of their internal communications system. Via automated training modules and interactive courses, the introduction of chatbots into organizational learning programmes is instrumental in improving employee skills and awareness. Workers will set their own learning schedules and complete training at their own convenience by getting access to chatbots on their telephones. This removes the need for learning in the classroom format, and a separate learning management system (LMS) contributes to major advantages in time and expense. Digital technology can play a crucial role across mobile learning platforms in imparting job-specific skill sets. Cloud computing’s effect on HR processes is profound. In centralizing information containing vast volumes of data ranging from income tax details to performance evaluations, the cloud can play a key role. The versatility of updating their data forms can be made use of by employees. The move to a cloud-based operating system makes it error-free for job processes.
As governments struggled with the challenge of flattening the COVID-19 curve with prolonged lockdowns and rigid norms of social distancing, a hybrid working paradigm emerged that can modify traditional structures of the workplace and shift relationships between employee and management. The Work from Home (WFH) program continues to remain in place even though organisations are considering the gradual opening of offices. We’re experiencing a situation where the new standard has become interactive. Conferencing apps can be used with timely input to conduct daily team meetings, assign tasks and pursue frequent performance assessments of team members. In reinforcing employee trust and preserving team relationships, HR will also have to take a constructive lead.
In the post-pandemic period, the employee engagement narrative has undergone a transformation. Since efficiency and profitability are back in sight, HR technology can not only provide workers with a meaningful and inclusive work environment, but also make them partners in the execution of the vision of the organization.
