The modern technology with its advanced pace has touched every part of our lives that we are almost depended on it more than ever. As seen in smartphone apps, artificial intelligence & to social media’s impact, it’s proven that the field of hr professionals needs a new set of requirements. All these significant demands show that the world has gained entrée into a digital age which is the biggest technology metamorphosis ever. The customers now demand more than ever & their requirements have expanded which means products are more complex. This requires the hr professionals to know more & learn more than ever in order to keep up with the technology. The increasing need for workforce intelligence has built up a huge transformation for hr. Such hr trends show that the companies are massively relying on new technology to make more accurate data-driven decisions about employee engagement, talent acquisition & retention. The modern hr managers &hrprofesionals now should apprehend the blow of emerging technologies on company’s business strategy, company culture, future talent requirements & operating plans. This involves figuring out how the productive use of technology can raise HR’s position as a strategic business advisor.
Several studies show that around 75% of hrprofesionals now perceive people analytics as a top priority for its effectiveness. A lot of organizations creating people analytics teams, restoring the legacy systems & bringing together parted analytics groups within HR into one strategic action. The hr trends include people analytics & the mining of external data from social networking platforms, data on hiring patterns, employment brand data, demographic data & external turnover in order to forecast the workforce trend & target the best talent. There are some tools like Footlocker which uses predictive analytics to improve the company’s effectiveness in recruiting & improving sales performance at 200+ stores. The benefits are better-prepared recruitment managers, streamlined hiring process, reduced turnover & enhanced customer feedback. The productive use of social media tools & digital talent management tools has the ability to increase knowledge sharing, enhance engagement & improve innovation & branding for the organization. Before doing that, it’s essential to create a strategy outlining the whereabouts of technology in your special environment. The next steps are developing the appropriate business processes, practices, capabilities & infrastructures.
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Knowing what to do with the right tools & technology by the hr professionals is another concern which should be treated properly. A lack of proper skills can be an obstacle for making data-based decisions. In order to cope with that, organizations have to build a culture of continuous learning. It should be of core value & strategic priority.
To sum it all up, digitalization will continue to drive dynamic innovation for hr professionals. The demand for technology-based & data-driven human capital decisions will rise & remain essential for hr professionals.
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With the onset of digitalization it’s is important to actually take into consideration growth of Human Resource Development! Great piece of knowledge shared.
Human interaction plays a very crucial and an upper hand in Modernization of HR management. More power to the writer!