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August 3, 2016

Is it going to be the age of HR bots? Will our amiable folks be replaced by statistical softwares? Well, no!

If you think that technology will replace HR, you are wrong! In the coming years, technology will become inseparable from HR and will strengthen it in many ways. Here’s what the future beholds for the HRs:

Less transactional burden: With the rise of self-service softwares, employees would be able to do a lot of their transactional operations like leave, attendance, data management etc. on their own. In the coming years organizations would either run these tools to automate basic activities or would outsource them to a HR specialty agencies or companies that can run these systems effectively to handle the daily grind.

The rise of Strategic HR:  Going by the prediction that a report released by SHRM in 2002 made, the HR departments would rise as a strategic business partner and HR functions would run in complete sync with organizational goals. In the next few years, HR would have to have a clear understanding of the business goals and make their plans accordingly. They will have to start using a more analytics, a metric driven approach to measure the performance of these plans.

Say Hi to Big Data:  So big data is not just for the CTOs anymore. Analytics and data metrics would soon become a KRA for HRs also. From analyzing performance, predicting attrition rate to tracking budgets, HR would need to get analytics savvy.

Bye Bye HR Generalists:  With transactional operations going out of the kitty, we will see rise of more HR Specialists. Whether it is talent management, recruitment, training or payroll, there would be specialized HR for all functions. Also, since most organizations operate in different geographies and time zones, they would need specialized people who understand the local laws and can handle multi-cultural employee set effectively.

The “Salesy” HR:  With intense competition for recruitment and a tech savvy generation, HR would have to learn to “sell” their organization more effectively. This goes beyond writing engaging job descriptions and reviews on hiring sites. They will have to understand the nerve of people they want to hire and reach out to them in different ways. It is going to be a mix of marketing and sales within the HR function.

So what do you do now? Prepare for the future. Up your ante on technology, get used to analytics and metrics and start thinking about how your HR function would help your organization meet its business goals. The sooner you get ahead of the cure, the better!

What will the HR look like in 2020?

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By HR-One Team
December 15, 2015

2015 was the year when HR said hello to technology and how! From suave tech platforms to smart dashboards, we saw a rapid adaption of technology in the day to day HR operations. As the calendar folds to a new year, let’s take a look at what will change between HR and Tech in 2016.

The Rise of SaaS:For a long time businesses lived with legacy HR applications only because they were integrated well the ERP systems. However, the rise of SaaS based HR management systems has totally disrupted this equation and is likely to go strong in 2016 too. Experts predict that the SaaS based HR applications are likely to double up in 2016 as more and more businesses would opt for simple, scalable solutions that fit perfectly into their existing systems.

HR On the Cloud: Cloud based HR solutions have begun to pick up. With a majority of HR management system vendors launching a cloud version of their product, this trend is likely to gain momentum in 2016. Cloud based HRMS solutions would mean greater functions and flexibilities at lesser cost.

From ‘I’ to “We”: Technology would play a vital role in breaking the silos and pushing integration into the HR operations. HR departments can expect to see a lot more collaboration and team work across the board. This would help in infusing transparency and a culture of mutual trust between employees and the employer.

Technology for the consumer: The next gen HR system are focusing a lot more on the end user. These employee enabling systems would again reinforce greater collaboration. Through employee self service programs employees would be empowered to set goals, share feedback and stay updated on all major updates. This would also reduce their dependency on the HR for day to day query resolution on things like leaves, attendance, polices etc.

Anytime, Anywhere: Mobile enables HR management systems mean greater flexibility to the users. Already the 3rd largest smartphone market in the world, India is likely to reach 314 million mobile internet users by 2017. In this scenario, it is a smart move for the HR management systems to think mobile!

2015 set the stage for HR and technology integration. In 2016, this would only get stronger and better. This alliance is likely to play a vital role in transforming the current HR landscape and make HR a more integrated and collaborative function.

Technology and HR: What is changing and why?

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By HR-One Team