Whenever someone talks to me about HR technology, I always black out from boredom. While it’s important to talk tech as a talent advisor, sometimes I just want to talk about Kim Kardashian.
As I dig deeper and expand my knowledge of HR, I realize HR technology is not as boring as it seems. (Okay, that might not be true. All the Silicon Valley jargon is monotonous.) I do believe there are three specific ways in which technology is helping HR play a bigger role in the changing nature of the workforce.
3 ways I see tech making HR easier and better:
1. Compliance and Payroll Continue to Get Better.
In my first HR job, payroll checks were cut on a typewriter by a woman who looked like Maxine on the old Hallmark greeting cards. She always wore a cardigan sweater, even in July, because her office was always too cold. When I think about those old days, with cranky Maxine and the illegal space heater she kept under her desk, I praise all the nerds who enjoyed math and science classes and excelled in computer programming. Compliance and payroll used to be a nightmare. Now it’s an outsourced process, informed by cloud-based databases that are linked to the most up-to-date tax codes, which rarely let anybody down.
2. Finance and HR talk to one another with greater ease.
No HR technology vendor can deliver a seamless and foolproof link between financial data and HR data; however, they are getting close. Cloud software as a service, or SaaS, HR vendors are moving their customers to a future where managers and supervisors can make better recruiting, performance, and learning decisions for their employees. Until SaaS vendors can create a unified system with predictive capabilities that pull from reliable and timely financial and workforce information, finance and HR will have to talk to one another. But it gets easier to have a holistic conversation about money and employees as these technology systems evolve and issue new releases.
3. Learning is Fun Again.
At one point in my mediocre HR career, I achieved Master Trainer Certification with DDI. Every blue moon, someone would ask me to run a session on how to hold better meetings. All of that rote, entry-level stuff is now on the Internet — good riddance. You want to learn behavioral interviewing or how to accelerate “new hire productivity levels” in the first 90 days? There is a YouTube video for that. And training geeks can focus on the fun stuff: strategic and advisory services that help leaders do great things.
While HR technology doesn’t solve world hunger or encourage the rains to fall in Africa, it can make your job a little easier. Whether it’s transforming the candidate experience or helping your small business find big talent, technology can help you work effectively and efficiently as a talent advisor.
Are you ready to embrace new HR technologies and change the very nature of HR? How has tech made your job easier? Leave me a comment below!
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