13 Ways to improve HR processes and employee experience


A company’s HR team deals with diverse requests and demands that would overwhelm most. Fortunately, technology has provided many HR professionals a chance to
rationalize and improve processes. Members of Forbes HR councils pointed out 13 ways their teams use technology to improve HR processes and the employee experience.

  1. Eliminating Human Bias

We leverage our tech stack to eliminate human bias when identifying and assessing potential candidates. Candidate databases with added diversity search settings help us surface qualified, diverse candidates, while linguistic decoding algorithms can flag linguistic biases in job descriptions. We also harness AI and machine learning tools to sort candidate résumés and conduct blind assessments. – Curtis Grajeda, LevelUP Human Capital Solutions

  1. Supporting Real-Time Decisions

Data is the new currency. In this digital age, companies are moving faster and are dependent on technology to provide real-time metrics to make real-time decisions. HR has access to important people data that can contribute to sustainable business decisions. A sophisticated HRIS allows HR to organize, collect, report, analyze and interpret data to make people-focused decisions using factual information. – Norma Lane, Infoblox

  1. Diagnosing Bottlenecks

Currently, we’re using employee network analysis to understand connectivity and bottlenecks in processes. By using platforms such as Gephi and Kumu, we’re able to identify the key influencers within a technical domain, along with the communication channels that drive decision-making. This has helped improve team collaboration while also reducing silos. – David Swanagon, Ericsson

  1. Improving Knowledge Sharing

We leverage screen-capture and screen-recording technology in our HR processes to share knowledge and precisely show our employees what we are talking about. Staff can post questions and reference the materials whenever it’s convenient—something that’s not available with in-person training—and we can include quizzes to ensure comprehension and completion. We are creating open-enrollment videos now to help with remote enrollment. – Amy Casciotti, TechSmith Corporation

  1. Providing Consistency To Teams

We have started the process of integrating enterprise-wide systems across our HR department. We are a multinational company, operating in 20 countries with 160 locations. Having everyone on the same platform when delivering benefits, performance goals and appraisals, and other HR processes provides consistency to the teams. – Tobin Cookman, ON Semiconductor

  1. Highlighting Emotional Patterns

Use EQ-driven software to reflect back to teams what members are feeling in aggregate, and why. The software also draws attention to the rate of change of emotional patterns. This gives insight into how well a team is managing issues on an ongoing basis. When team patterns are aggregated, a real-time mirror surfaces that highlights the health of the organization as a whole. – Pravir Malik, Deep Order Technologies

  1. Improving Remote Work Productivity

As a 100% remote company, we rely heavily on Slack, Zoom and Notion. I’m a big believer in the idea that the future of work is largely distributed. Allowing your employees to work from home when they feel like it can result in huge gains in productivity. Embracing the tools for distant and asynchronous communication is vital to unlocking this potential. – Yurij Riphyak, YouTeam

  1. Monitoring Goals

Goal setting and tracking are key for our team members to stay focused and talk about performance. As a tech company ourselves, we use our company’s objectives and key results and social features to manage team performance and stay connected and collaborative in our processes. – Srikant Chellappa, Engagedly | Mentoring Complete

  1. Simplifying Onboarding Processes

Onboarding new employees typically requires a fair amount of paperwork. How many times must one enter a name? Making the effort to integrate talent-acquisition systems with onboarding modules in workplace experience systems allows for information to be auto-populated into multiple forms and platforms and triggers workflows—taking the pain out of what should be a welcoming day one. – Keri Higgins Bigelow, LivingHR, Inc.

  1. Improving The Employee Experience

The use of bots across the complete employee lifecycle fundamentally changes both the employee and manager experience for the better by making real-time data and transactions possible without human delays or inconsistencies. Further, it allows HR itself to focus on more meaningful, data-driven, strategic advisement that furthers the business. That work, by its nature, is more rewarding. – Russell Klosk, Accenture

  1. Accelerating Hiring Processes

At Okta, we leverage LinkedIn Talent Insights to accelerate our hiring processes. We’re able to work with hiring managers and look at the talent pools of certain regions, allowing us to make smarter hiring decisions. We also use ServiceNow to digitally streamline what used to be time-consuming manual processes, like onboarding paperwork for new hires. – Kristina Johnson, Okta

  1. Structuring Compliance Workflows

Jira is a tool we have found great success with when it comes to structuring compliance workflows. We used it first for our software and product teams and then realized it could be a great application to track other items, such as injury reports and workers’ compensation claims. It has been game-changing for us because we can build state-by-state workflows and easily track the status of each ticket. – Alex Pantich, Upshift

  1. Improving Information Access And Analytics

The best HR tech seems to do one of two things: give employees on-demand access to information or provide the company with more efficient analytical tools. To do either, it doesn’t have to be “high tech.” Don’t underestimate simple technology like an intranet or employee self-service options within HR and IT systems. For a low cost, you can greatly improve employee access to information. – Ben DeSpain, Velocity, a Managed Services Company

Source: Forbes Human Resources Council (www.forbes.com)

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