Technology is reconstructing every aspect of the way companies do business. Software and applications are now available across the majority of company departments, changing the employee experience and the way in which tasks are completed.
The HR sector is particularly affected by these changes. With a sea of HR applications available, businesses are given the opportunity to automate traditionally manual tasks and refashion old processes.
Do these technological advancements place the HR manager’s role at risk? While much of the traditional tasks of HR have been subsumed by applications, the role of the HR manager is not disappearing, but merely evolving.
HR technology enhances the role of the HR manager in a number of ways, including though recruitment & onboarding, employee experience and people statistics.
1. Recruitment & Onboarding
The process for hiring new candidates has traditionally been fraught with stagnancy, inconvenience and high costs. What was once a long-winded process, which oftentimes resulted in disappointment, has now been made easier with HR technology.
HR platforms have allowed businesses to recruit candidates quickly and efficiently, enabling features such as applicant tracking and candidate profile management. In the digital age, recruitment is paperless, which means greater organisation and a searchable system.
The onboarding process is also simplified, as recruiters are now able to control online applications, as well as utilise features such as filter searching and personalised screening.
2. Enhanced employee experience
Employees are likely to have a positive workplace experience through HR technology, as it provides quick and efficient solutions to tasks that were once arduous and time consuming.
An HR platform that utilises the cloud for storage, for example, would positively affect employees as it allows for flexibility.
Not only this, but a business that embraces digital innovations in HR will be ahead of competitors, which will in turn motivate employees.
3. People statistics
With the advent of HR platforms and applications, HR managers are able to collect data and statistics about their staff in real time. Managers can also collect candidate information at the recruitment and onboarding stage.
More valuable information such as performance trends can also be recorded, which managers can subsequently use to determine the development of particular employees.
The role of the HR manager is not disappearing, only changing. As businesses gradually shift its processes towards digital platforms, it is now the job of the HR manager to use technology to the company advantage. The ability to easily recruit and onboard, increase employee motivation and gather people statistics are all aspects of the HR manager role that can be enhanced through technology.