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HR's revolution at the hands of technology

July 17,2016 20:09

The combination of mobile, cloud and sophisticated smartphone technology is redefining HR processes. Deloitte New Zealand human capital consulting leader Hamish Wilson says digital HR puts the employee first and it is about using technology to improve ...


There is an increasing use of technology in HR to find and retain staff, as well as improve their work experiences.

A new digital world of human resources is arriving fast and not enough companies are prepared. Deloitte's latest Global Human Capital Trends report, which gathered more than 7000 survey responses from around the world, shows only 9 per cent of global companies are ready for the new way of human resource (HR) management.However, almost 80 per cent of New Zealand companies surveyed view it as an important issue.According to Deloitte, digital HR means the integration of social, mobile, analytics and cloud technologies to perform HR functions, with mobile fast becoming a preferred tool for workers.READ MORE:* Leadership a top issue for firms in NZ* Want your company to survive? Start getting creative in your workplace* Where can augmented reality take us?The combination of mobile, cloud and sophisticated smartphone technology is redefining HR processes.Deloitte New Zealand human capital consulting leader Hamish Wilson says digital HR puts the employee first and it is about using technology to improve staff experiences, make work easier, make it more real-time, productive and rewarding.Some of the things businesses should think about doing include: - Integrate analytics and reporting as part of the digital platform: real-time information and analysis should decrease the time spent on reports and increase the time spent analysing data and solving problems;- Share digital strategies and experiences across the company- Focus on real-time decision-making and results; use automation to be more digital-firstChief executive of the Human Resources Institute of New Zealand Chris Till says there are good and bad consequences of HR going more digital.Some of the trends he has seen include the increasing use of social media, emergence of online learning and using more data and predictive analytics.

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There is also an increasing use of technology to see things more from a candidate's or employee's point of view to create a culture that will attract and retain talent.This approach is driven by the growing numbers of young, digitally-savvy workers who have little interest in working for more traditional companies that do not embrace technology."The biggest challenge is that [technology] can work to dehumanise the workplace. HR has huge opportunities to use technology to make the world of work better but we have to eternally be wary of the fact it's a two-edge sword," Till says.Some examples he has seen of technology dehumanising the workplace include people getting fired over text message and failing simple etiquette like looking people in the eye or shaking someone's hand.He says one of the biggest benefits of the convergence is the possibilities for the data in making useful predictions.If an HR manager had enough data about patterns of behaviour, then they might be able to tell if a talented staff member was looking for another job.Till says if there are signs of that early enough, managers can have honest conversations with staff and do more to satisfy whatever that person is unsatisfied about in their role.

 - Stuff

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