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HR Tech Startups are Employing these Technological Trends

HR Tech Outlook | Friday, August 23, 2019

Firms are leveraging various tools and technologies to improve their workforce capabilities and people management solutions.

FREMONT, CA: Workforce management is a significant challenge that consumes significant time and energy. While the right decision can have long term impact, a wrong decision will add up to the business and economic overheads of the firm. The use of technology streamlines and automates human resource processes such as onboarding, hiring, benefits, retention, training to compensation, and many more. Technology also impacts other critical areas under the scope of HR, such as compliance, communication, centralized employee information, and others.

Various aspects of HR are impacted by the tools and technologies that further improve workforce capabilities and people management. It is imperative to keep abreast with the technological trends that are relevant to business demands. The trends will enable startups and established firms to manage, find, and engage the right recruits and to gain a competitive edge in the industry.

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Here are some of the technological trends and tools leveraged by the HR tech startups to transform their HR practices:

Big Data

Compliance and risk avoidance are the key underlying aspects of each task and function. Technology has introduced HR platforms that digitize the data required by the human resource. Big Data is one such technological trend which is enabling HR professionals to comprehend their customers, communicate with prospective customers, and market to target audience group. When complemented with other technologies, Big Data can provide deep insight and let HR professionals make better decisions.

Mobile Apps

With workforce across various operations looking for access to applications through mobile devices, companies are considering to adapt their HR systems along similar lines too. Such kind of functionality means that organizations will lace HR applications with mobilization process along with an employer-friendly interface. Thus the trend of developing applications that streamlines HR functionality is evolving fast.

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Social Media

Social media has a great deal to offer when it comes to recruitment. Nearly a quarter of employers are leveraging social media channels such as Linkedin and Facebook to recruit staff. HR departments can also use social media for employee engagement. Firms can use social media channels as a means to reach their target audience with job openings and other company-related information. Some organizations are also using social media to tell their success stories via blog posts, photos, Tumblr, and even Pinterest pages. On the other side, job seekers are also considering social networks to know more about the companies. Social media has countless offerings for HR professionals that will enable them to keep up with technology, trends, and laws. Social platforms can also play a vital role in engaging employees, build relationships, and bolster communications in the workplace. Due to such potentials, various companies are integrating their applications with Facebook or Linkedin as against designing corporate applications in the future.

Cloud Technology

Whether it’s a native or a web application, SaaS apps have a crucial role across various domains, which includes HR solutions. Cloud-based applications are proliferating swiftly in today’s business environment. Data storage and collection was a major challenge until the evolution of the cloud. With cloud technologies, information, including documents and other pertinent data, can be easily accessed online. However, enterprises must be clear over the business requirements and analyze the offerings before opting for a particular cloud-based solution.

Wearable Technology

Major organizations such as Apple, Google, and Microsoft have already introduced wearable technology in most of their devices. The wearable devices enable the employees to stay connected while improving their time management. The devices not only streamline communication but also enhance operational efficacy. In the case of HR, the technology can add great value provided that the department has an idea over the type of information that the devices can track and understands how compliance works.

 

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