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How HR Technology Will Reshape Careers

Technology is revolutionizing every area of our lives, and it’s no different when it comes to the field of human resources. Even though it’s by definition a more human, people-facing industry, HR technology has changed the game and allowed us to blend the human touch of HR specialists with the data processing power that machine learning technologies and other algorithms can bring to us.

But whenever there’s a huge amount of disruption, there’s also a certain amount of confusion there to accompany it. For us to make the most of the opportunities that new technologies have to offer us, we need to make sure that we understand how those technologies work and what they’d look like if we were integrate them with our existing HR processes. And that’s where this article comes in.

How HR Technology Will Reshape Careers

  • Try before you buy

Through a combination of advanced simulations and virtual reality hardware, HR specialists of the future will be able to give employees a taste of what they’re working towards. And if employees want to stay at the organization but feel stuck in their current role, they can try out other roles across the company in a no-risk setting.

  • Increasing specialism

Let’s say that your employee is a skilled research paper writer and that there’s a specific subject matter that they like to write about. The global talent marketplace and the rise of the gig economy means that there’s space for people to specialize in specific tasks or subject matters, and if you can help people in your organization to find the niches that they’re best placed to fill, they’ll reward you with their loyalty.

  • Humans and machines collaborating

Humans and machines are better together than they can ever be apart, so don’t be surprised if you start to see new ways of humans and machines teaming up to tackle the same problem. In fact, we’re likely to find that many of our ineffective systems can be improved by having them work in tandem with human beings, while machines can help to tackle the natural inconsistencies that creep in due to human error. For example, machines can check punctuation of your resume, while human being may not notice some problems.

  • Greater accuracy through personalization

Personalization has been a big buzzword in the marketing industry, but it can also be a powerful way to augment talent acquisition technology. One of the most important uses of technology in HR is to provide advanced personalization to make sure that the right people are in the right jobs and that they’re receiving the support they need.

  • Predictive analytics

One of the most exciting areas of HR technology – and of technology in general – is the field of predictive analytics. The idea is that by using complex algorithms to crunch the data, we can make educated guesses at what might happen in any given situation. This would then allow us to plan ahead and to create better forecasts. For example, predictive analytics technology could identify that there’s going to be a staff shortfall in time for you to make a few hires.

  • Real-time information

Historically, HR professionals have had to rely on pulling off infrequent reports and basing their decisions on out-of-date data. That’s now a thing of the past thanks to a combination of cloud computing and comprehensive employee management platforms. Today’s HR professionals can access real-time data on every employee that they’re responsible for, but we’re still only seeing the tip of the iceberg. It’ll be interesting to see how our access to real-time data continues to evolve in the months and years to come.

Conclusion

Now that you know what to expect from the HR technologies of the future, it’s over to you to make sure that you’re familiar with them all and that you understand both what technology is out there and how it applies to you and the job that you do. Remember that the whole point of HR technology is to improve your ability to offer human resources services, and this covers everything from mental health support and maternity leave to internal promotion, employee management and more. HR professionals can already use data to avoid employee burnout, and we’re only just getting started.

New technologies will have an impact across the board, and you won’t be able to avoid it. Instead, you need to embrace it if you want to survive, thrive and stay relevant. Good luck.

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