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Guest post by Karan Vasita with SoftwareSuggest.
Human resources and talent management is a constantly evolving business function. And though the roles and responsibilities have changed over time, one thing remains — the core of human resources, recruiting, and training is centered around people.
Despite this fact, the last twenty years turned the way companies approach talent management upside down by introducing technology and automation. So how will these technological advancements, the societal awareness of workplace issues, and the integration of Gen Z into the workplace change talent management?
Let’s dive into it and see how the future is shaping itself.
Through the thick and thin of the pandemic, the one thing that has kept all workplaces grounded is the right HR software. This technology helped move teams to remote work, enabled hybrid work and better collaboration, communication, and more. Fortunately, there are plenty of options HR software for small businesses, mid-size, and large in the market for all the upcoming trends. Here’s a glance at what we are to see further.
The way we recruit is about to change drastically in the next five years. Both technology and people drive today’s talent ecosystem. As a result, talent acquisition and human resources teams are looking to deploy technology and tools to work and fulfill the business objectives.
There are currently exceptional AI-driven solutions that can help us all in this process. These HR software leverage facial expressions analysis, voice analysis, candidate sourcing, assessment, and onboarding to help automate your sourcing process without compromising quality.
The use of AI in recruitment solutions is a relatively new phenomenon. Still, it would be no surprise to learn that AI-enabled recruitment solutions are already delivering impressive results.
AI-driven data insights enable end-to-end hiring solutions across CHROs, staffing agencies, and contract workforces. AI technology helps organizations better manage talent acquisition, foster talent retention, improve onboarding and retention, and ensure compliance, among others.
The most significant benefits of AI for hiring and recruiting are:
HR is at most a couple of steps removed from personal data, and it has one huge asset: it knows everything. Of course, every company knows that its most valuable asset is its employees. But nobody ever thought about how to protect that asset.
On top of that, the world has learned to work remotely. And remote working is here to stay. Which also raises the risk of cyber security threats.
The hackers don’t need to know your physical location to target you. They can simply target you online, where you are. And you’ll have no idea that they are there.
Remote workers have to consider more things: how the machine they use to connect to the Internet works, whether anyone is watching or listening, whether anyone is watching or listening right now. They have to think about all those security implications.
“Nearly 60 percent of fired employees steal important corporate data after departing their position. Furthermore, malicious intent aside, an IBM study found that well over 20 percent of breaches at work can be attributed to careless employee mistakes. The findings from both studies highlight the fact that organizations need to be vigilant of not only external cyber threats but also the potential for trouble within their own ranks.”
For the hacker, remote work is just another part of the Internet. They don’t care whether you’re in the office or at home or traveling. Their job, so to speak, is to break into the system. So, remote work comes with more risk, but it also comes with more opportunities.
Here Are A Few Things Hr Professionals Can Do To Exercise Cyber Security
Companies that figure out how to make remote working more secure will succeed in the new economy. HR leaders will have to implement a robust cybersecurity framework to safeguard critical data from being compromised to mitigate risks.
Hence, seeing these challenges, cybersecurity is a hot trend in HR. There are multiple HR software solutions for small businesses and giant corporations emerging in the market that help you protect your organizations and employees’ digital identity.
We spend a lot of time thinking about how to hire the best people. Of course, we want them to have the right experience, the right personality, and, definitely, the right skills.
But what if all the skills in the world weren’t enough?
One way to get people with the right skills is to give them job training. But that doesn’t always work. People can learn new skills, but they can’t change their personalities. And training doesn’t address the personality question.
We don’t pay people much for their skills, but we spend a lot on their personalities. We hire people and then try to mold them into the right shape. That’s like trying to bake a cake without knowing what went into the ingredients. You can’t just sprinkle the right ingredients on the cake and hope it turns outright.
So we need to find a way to measure personality. We need a tool for augmented analytics in HR. The promise of augmented analytics is that big data can get smarter using machine learning, deep learning, and natural language processing.
It is a model that looks at past decisions and tells you which of them worked and which didn’t, and why. So this model would tell you not just which people to hire and which training to give them, but which rotations and which assignments. And it would look at past decisions and say: “You already have the data. If you have the right data, you can find the right answers, every time.”
This kind of decision analytics is already available. Companies like IBM and SAS, and Oracle have been building it for years. But this kind of analytics is hard to find in HR.
The right HR software for small businesses as well as the big ones, although irrespective of the size, can look at past decisions and tell you what worked and which people or processes or tools caused the difference.
The challenge here is having the right people. You need someone with a background in computer science, engineering, or math, who can work with the data, ask the right questions, and ask the right questions in the right way.
To conclude –
This list of trends isn’t exhaustive, the trends are going to change as per the technology advancements in general. But as long as you keep on evolving and befriending the tech, it is only going to help you succeed.
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