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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
\nrationalize and improve processes. Members of Forbes HR councils pointed out 13 ways their teams use technology to improve HR processes and the employee experience.<\/p>\n
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 r\u00e9sum\u00e9s and conduct blind assessments. –\u00a0Curtis Grajeda,\u00a0LevelUP Human Capital Solutions<\/p>\n
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. –\u00a0Norma Lane,\u00a0Infoblox<\/p>\n
Currently, we\u2019re using employee network analysis to understand connectivity and bottlenecks in processes. By using platforms such as Gephi and Kumu, we\u2019re 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. –\u00a0David Swanagon,\u00a0Ericsson<\/p>\n
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\u2019s convenient\u2014something that\u2019s not available with in-person training\u2014and we can include quizzes to ensure comprehension and completion. We are creating open-enrollment videos now to help with remote enrollment. –\u00a0Amy Casciotti,\u00a0TechSmith Corporation<\/p>\n
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. –\u00a0Tobin Cookman,\u00a0ON Semiconductor<\/p>\n
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. –\u00a0Pravir Malik,\u00a0Deep Order Technologies<\/p>\n
As a 100% remote company, we rely heavily on Slack, Zoom and Notion. I\u2019m 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. –\u00a0Yurij Riphyak,\u00a0YouTeam<\/p>\n
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\u2019s objectives and key results and social features to manage team performance and stay connected and collaborative in our processes. –\u00a0Srikant Chellappa,\u00a0Engagedly | Mentoring Complete<\/p>\n
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\u2014taking the pain out of what should be a welcoming day one. –\u00a0Keri Higgins Bigelow,\u00a0LivingHR, Inc.<\/p>\n
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. –\u00a0Russell Klosk,\u00a0Accenture<\/p>\n
At Okta, we leverage LinkedIn Talent Insights to accelerate our hiring processes. We\u2019re 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. –\u00a0Kristina Johnson,\u00a0Okta<\/p>\n
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\u2019 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. –\u00a0Alex Pantich,\u00a0Upshift<\/p>\n
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\u2019t have to be \u201chigh tech.\u201d Don\u2019t 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. –\u00a0Ben DeSpain,\u00a0Velocity, a Managed Services Company<\/p>\n
Source: Forbes Human Resources Council (www.forbes.com)<\/p>\n
Photo: Kraken ,www.unsplash.com<\/p>\n","protected":false},"excerpt":{"rendered":"
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. Eliminating Human Bias We leverage […]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[85],"tags":[],"_links":{"self":[{"href":"https:\/\/susanhonjo.com\/fr\/wp-json\/wp\/v2\/posts\/2012"}],"collection":[{"href":"https:\/\/susanhonjo.com\/fr\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/susanhonjo.com\/fr\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/susanhonjo.com\/fr\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/susanhonjo.com\/fr\/wp-json\/wp\/v2\/comments?post=2012"}],"version-history":[{"count":1,"href":"https:\/\/susanhonjo.com\/fr\/wp-json\/wp\/v2\/posts\/2012\/revisions"}],"predecessor-version":[{"id":2014,"href":"https:\/\/susanhonjo.com\/fr\/wp-json\/wp\/v2\/posts\/2012\/revisions\/2014"}],"wp:attachment":[{"href":"https:\/\/susanhonjo.com\/fr\/wp-json\/wp\/v2\/media?parent=2012"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/susanhonjo.com\/fr\/wp-json\/wp\/v2\/categories?post=2012"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/susanhonjo.com\/fr\/wp-json\/wp\/v2\/tags?post=2012"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}