In yesterday’s Advisor, we began sharing the findings of our HR Technology Survey; today, we present more results from this timely study, including how new innovations are affecting costs and productivity in the HR department, and how far professionals are really trusting tech when they make decisions.
A total of 483 individuals participated in this survey, which was conducted in January and February 2015.
The Impact on HR Costs and Productivity
Among the HR professionals surveyed, the majority agreed that technology saves time and money, increases productivity, and simplifies HR activities. This majority was very slim in one case, however—specifically, regarding the issue of if tech significantly reduces HR costs. On this point 35.7% agreed, but 35.4% neither agreed nor disagreed (a difference of only a single respondent!).
The statement that seemed to generate the most positive response was that HR technology reduces time spent on routine tasks, to which 29.3% strongly agreed. While noteworthy percentages neither agreed nor disagreed with the statements presented, few disagreed (and even fewer strongly disagreed) that technology has a desirable effect on productivity and/or cost.
|
Please indicate the degree to which you agree with the following. |
|||||
| In our HR department, technology: |
Strongly Agree |
Agree |
Neither Agree Nor Disagree |
Disagree |
Strongly Disagree |
| Significantly reduces costs of HR activities. |
18.7% |
35.7% |
35.4% |
8.5% |
1.6% |
| Increases HR productivity. |
26.2% |
42.8% |
24.6% |
5.8% |
0.6% |
| Simplifies HR activities. |
27.3% |
44.4% |
20.9% |
6.3% |
1.1% |
| Reduces time spent on routine tasks. |
29.3% |
42.5% |
20.1% |
7.0% |
1.1% |
How Far Do You Trust Technology?
Participants clearly believe that the human factor must always have a place in HR decisions—technology is not widely trusted. 50.7% of respondents either only trust tech in the minority of their decisions or do not trust it at all in their decision-making process. Only 20.1% trust technology while making the majority or all of their HR decisions, while 29.2% trust it about half of the time.
Where Tech Is Most and Least Helpful
Far and away the HR arena where tech is considered the most helpful is payroll—41.3% of participants responded as such. This was followed by benefits management (15.8% found tech to be most helpful here) and recruiting (which 12.5% of participants found to be helped by technology). A mere 3% did not find technology helpful at all.
A little over a quarter (26.1%) of all participants find technology to be helpful in all HR arenas. However, the same percentage of respondents indicated that engagement was the HR arena least helped by technology.
Time and Budget for Technology
The slight majority of respondents (31.3%) are able to invest 1% to 10% of their time or budget on HR tech, while 27.4% are able to spend 11% to 25% on trying new innovations. 17.5% do not spend any time on new technologies (or don’t have the budget for it).
What Else Is HR Doing with Tech?
The final question of our HR Technology Survey was open-ended: “Are there uses for HR technology that are not mentioned above that you find helpful? If so, please indicate here.”
We received a variety of insightful (and sometimes amusing) responses from the pool of 46 participants who chose to share a little bit more about their views on how innovations are affecting human resources. Here are several of their parting thoughts on tech and how they use it.
- “I think technology in HR can be most helpful if utilized correctly. The key is in the selling of the technology to the right people to make the investment.”
- “I’m sure there are [more uses for technology], primarily for tracking time and benefits. We’re a small nonprofit company and it’s beyond our budget.”
- “Learning new things when you are a new HR manager of one.”
- “I just wish my ‘dinosaur’ company I have to work for right now had HR Technology! I enjoy the environment and the people but ownership puts emphasis on so many other areas and it sure isn’t in HR or my salary.”
- “We use technology to discourage personal use of computers. The technology can track what websites they visit.”
- “We are in the process of looking at a variety of technology options because we know we’re lacking, and some of the products can make [processes] more efficient.”
- “Complaint management. However, that could come under compliance.”
- “I am no developer but I do have a fair understanding of IT. Considering what developers can accomplish it’s so confusing why there isn’t a system coded with all laws and available HR tasks/projects.”
Based on our survey results, the technology takeover is more prevalent in some areas of HR than others. Human resources professionals appear to be embracing many new innovations (or would like to if they had the time or budget for it), but they are also meeting some aspects of technology with a healthy dose of skepticism.
Thank you to all who participated!
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