The world of HR is becoming more tech-focused all the time. With the implementation of automation, data tracking, artificial intelligence (AI) algorithms, and more, we are constantly pivoting to a new reality of HR as a tech-adjacent field. In the face of these changes, HR professionals may feel they are losing sight of the human element of their jobs.
However, this does not have to be the case. Tech-driven processes like automation are helping HR become the new face of business, and in doing so, these tools are transforming the workload of HR pros to mitigate tedium. As a result, HR experts can refocus on what makes their positions irreplaceable: being the focal point for human needs in an increasingly virtual world.
HR is about relationships, listening ears, and adaptive resources. With the power of tech to automate extraneous tasks, HR teams can put all their time and effort into bridging gaps in communication and building relationships that promote a thriving workforce. When integrating new tech into your HR workflow, these are the items to keep in mind.
Tech Saves Time
The importance of any tech strategy comes down to its ability to save a company time and reduce costs. In HR, these features are also vital to managing lengthy paperwork and information-heavy processes that take away from the more human aspects of the job. From payroll to résumé sorting, automation saves time.
As one of the most time-consuming jobs HR teams manage, payroll is one area where automation removes barriers to better practices without sacrificing human interaction. In the aftermath of the COVID-19 pandemic, it’s time to reassess your payroll strategies to produce a system that can reduce the time you spend answering common queries, adjusting paid-time-off (PTO) hours, evaluating benefits, and more.
Instead, payroll automation can streamline all these processes, giving you ample time for handling the needs of a remote, hybrid, or fully physical workforce. Software options abound that allow you to navigate all these needs in one comprehensive dashboard, with automatic features for generating pay stubs and personal employee info. These can even be accessed through employees’ mobile phones to give them a full view of their paycheck. As a result, they can work with you to adjust pay issues on the spot.
Additionally, the recent growth in the remote working market means you’ll need help sorting through the large pool of résumés that will come your way. Automated systems can assist you through semantic algorithm filtering that matches candidates with keywords and associated language. In turn, you’ll be able to spend more time directly with ideal candidates, establishing a better feel for prospective workers.
When you consider the amount of time in your day that automated processes like this can give you back, the need for an effective automated approach is clear.
Putting the Focus Back on People
Making use of tech can be immensely powerful in returning the focus of HR to the people you work with. The best part is, integrating and managing these tools doesn’t even have to fall on the heads of HR professionals but instead can be an area where information systems professionals help out. These tech experts, who typically already work in and around HR departments, can handle the implementation and IT side of your automated systems so you can handle the people side.
Nothing has proven the necessity of a people-focused HR approach quite like COVID-19. As workers adjusted to new policies, hours, pay scales, and practices, HR bore the brunt of navigating communication across the workforce. In light of these challenges, the benefits of automation are clear.
But without the right approach to implementing these tools, you might still lose focus on the human element of tech integration. People need help and guidance to make use of the tools that improve their lives. Old habits die hard, and adjusting to a new workflow can be difficult. To ensure your tech approach focuses on people, follow these tips:
- Map out your workflow, with clear illustrations of where tech will add value to the role of HR.
- Work with information systems managers to define exactly what is possible and what isn’t.
- Advocate for HR tech to your company’s executives, ensuring they understand these tools will assist rather than replace you.
- Implement employee education and awareness programs to train workers on using self-service platforms that ultimately make their lives easier.
- Check in with employees to gauge their experiences with new tools and practices, allowing for an open-door policy for questions and issues.
By considering these strategies, you can better cement the focus of any tech innovations in the HR department to support people. As a result, you can promote better morale and efficiency companywide, adding value to your overall business processes.
Remember that when it comes to a role like HR, which relies heavily on emotional intelligence, your job is far from vulnerable when it comes to automation displacement. Instead, AI and automation are here to help.
Assisting Rather Than Replacing
You can build a better, timesaving approach to HR with the help of the right tech. Unfortunately, however, automation is often a word we recoil from in the working world. After all, no one wants to be replaced by a robot.
But assistive technology will only underscore the importance of human beings in HR positions. By helping you manage payroll issues, sort through résumés, and eliminate tedious data management burdens, software advancements will save you hours that can then be used to truly get to know people and address their problems in the workplace. Explore these tools, then follow these tips for refocusing HR on the people you work with.
Luke Smith is a writer and researcher turned blogger. Since finishing college, he has been trying his hand at being a freelance writer. He enjoys writing on a variety of topics, but business and digital marketing topics are his favorite. When he isn’t writing, you can find him traveling, hiking, or gaming.