Maximising HR efficiency with automation and digital transformation

For a new era of HR efficiency among corporates, organisations must transition from traditional HR practices to tech-driven solutions that include SaaS, cloud, tech-stacks and Artificial Intelligence.

Human resources management has undergone a seismic shift in recent years with a multitude of cutting-edge technology aimed at streamlining HR processes. With institutions becoming larger with multiple layers of employee reporting, HR professionals are required to manage cross-functional activities and deal with an increasingly diverse range of employee needs. Thankfully, technology has emerged and critical functions of HR can be easily managed using the right tools.

Firstly, implementing technology tools can yield significant benefits to organisations such as streamlining and automating various functions of the recruiting, applicant tracking systems and even run AI-based candidate screening. Further, the use of technology can foster improved communication and engagement with employees by incorporating employee self-service portals and mobile apps.

Flexible and customisable

Advancements in Artificial Intelligence (AI) and Machine Learning (ML) are leading to more personalised and effective HR solutions. The use of blockchain technologies can also play a role in the future of HR, particularly in areas such as verifying employee credentials and securing data and vital employee information.

Systems such as cloud-based HR management systems have rapidly gained traction in the recent years, offering a plethora of advantages over traditional, on-premise solutions. With cloud-based systems, HR departments can manage their operations from any location with an internet connection, ensuring real-time data updates and automatic backups.

Additionally, cloud-based systems offer unparalleled scalability, enabling HR departments to adapt to changing business needs with ease. HR systems can also benefit from the intersection of finance and HR by integrating with a multifaceted suite of Software as a Service (SaaS) services, which include tax and payroll management. Unlike cloud systems, which need to be implemented from ground up, SaaS platforms can be taken off-the-shelf and customised depending on HR requirements.

Next level deployment

HR teams can easily incorporate data of large teams with various layers of controls that can be modified depending on roles, functions, reporting structure, and compensations of employees. Further, this tool can be bolstered with banking partnerships to meet the demands of businesses of all sizes.

Another critical aspect of this technology tool is the Customer Engagement Management System (CEMS), which enables organisations to manage employee experiences in an exhaustive manner and reward employees with gift card and loyalty incentives. This system fosters a symbiotic relationship between businesses and their employees, resulting in an exponential increase in loyalty and retention.

To facilitate ease of use and quick integration, the technology tool needs to be designed with Application Programming Interface (API) integrations to Enterprise Resource Planning (ERP) systems and other internal platforms, leveraging APIs that are customisable to suit the specific needs of businesses, and the internal HR procedures.

Combining employee engagement data with AI is also seen as game-changer in the HR industry, equipping businesses with real-time insights into employee performance and engagement. This tool leverages Machine Learning algorithms to analyse data from various sources, such as employee surveys and performance metrics, providing organisations with a data-driven approach to identifying areas for improvement and making informed decisions. This solution can be integrated with other HR systems, such as payroll and benefits management, for a comprehensive HR management experience.

Latha Iyer
Chief Human Resources Officer, Zaggle

Optimise for HR challenges

However, there are some considerations when it comes to implementing HR technology. One significant issue to consider is the expense of implementing and maintaining new technology, which can be especially costly for small organisations. Another factor when creating software tools for HR is to check for resistance to change among employees. Lastly, storing sensitive employee data can pose privacy and security risks, especially if the technology is not secure. Hence, organisations must take proactive measures to mitigate these risks through thorough regular evaluation and implementation of appropriate security measures.

Utilising HR analytics tools can provide valuable insights for data-driven decisions and improve organisational outcomes, while advanced automation and workflows can ensure compliance and optimise administrative efficiency. Hence, with HR technology organisations can significantly improve their efficiency, employee engagement, and decision-making processes, ultimately resulting in better business outcomes.

Disclaimer: The views expressed in this article are those of the author and do not necessarily reflect the views of the Economic Times – ET Edge Insights, its management, or its members

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