Recruitment has gone digitalA few decades ago, recruitment was a costly and time-consuming exercise in placing newspaper ads and frantically trying to network at physical meetups, hoping that the right person would come along. These days sites like LinkedIn, JobsBurn, BizCommunity and a whole slew of similar sites have created a digital platform for posting job ads for little to no investment. Additionally, now you can leverage the networks of existing employees, through LinkedIn networks, and by asking current employees to post job ads on their personal social media accounts. Far from hoping that the right person comes along, HR professionals are left hoping that they can weed the right person out from the floods of applicants.
Productivity and collaborationIf you’ve worked in the modern workplace, you’ve probably come across tech like Basecamp, Slack and Trello that offer a digital solution to a distributed workforce. That means that you no longer have to ensure that all employees have physical access to the office. Now, you can employ based on skills, strengths and compatibility and let the internet do the work of connecting teams. Companies like South African startup Automattic (formerly WooCommerce) rely entirely on a distributed workforce, with employees literally based around the globe. They use their distributed workforce as a strength, offering their global customer base a port of call no matter where they are.
Technology + HR = better complianceCompliance in your HR department is now streamlined and easily searchable thanks to Cloud storage. Updating an employment contract? Before, contracts would have to be printed, the employee tracked down and pestered for months to get them to sign and return the document, which would then have to be filed and stored. Today? Signatures can be taken and and then stored digitally, through email and in a matter of minutes. Even most government forms can be downloaded off the internet, making compliance a dream.
AccessibilityIn the past, if an employee wants to check some condition of employment, from leave days accrued to details of maternity benefit, they’d have to contact HR, who would need to track down the information and send it on. New HR portals make all information accessible, and access can be changed per person or per management level. HR need not be involved at all, except to ensure that the data remains relevant, freeing you up to do more important things. Even medical information is now available online. Take FedhHealth for example – if you offer this medical aid to your employees, they can choose the right plan, find a GP, speak to a nurse 24/7, and register a claim from their desktop, tablet or mobile.
Human capital is the future of businessCompanies are starting to realise that it is human capital that helps them to differentiate themselves from other businesses. People literally ARE companies, and finding and retaining those people has become paramount. HR trends of the future show that professionals in this area will be concerned with setting up and maintaining technology to help managers measure and rate performance, and understand and use the information available to them. Far from diluting the need for HR, this makes these professionals more important than ever in terms of ensuring complete and accurate data is available when needed.
With technology changing at the rate that it is, we need to adapt too. How quickly and how responsive we can be to this change, however, will end up being the force that differentiates us – especially in the HR space.
Provided by Fedhealth.