By Kristen
Irey
In the next
18 months, 57% of companies plan on making major new HR technology related purchases.
In addition to recruiting, this new wave of technology allows HR professionals
to accomplish more administrative tasks in less time, including virtually training
remote employees, and enabling employees to work from locations outside of the home
office. Learning to effectively leverage this technology is a valuable tool in
a company’s arsenal, especially as a new post-recession war for talent will occur
in the next few years.
Additionally,
technology has also increased opportunities for non-traditional work
arrangements. Human resource professionals are playing a leading role in the
selection and implementation of technologies that support companywide
initiatives. The new 21st century business buzzwords are “enterprise
mobility”. This simply means that technology has enabled companies and their
employees to perform work from almost anywhere. This contributes to an
organization’s overall competitive position. Companies are beginning to realize when
properly managed, these types of flexible work arrangements can result in cost
savings and higher productivity.
Social Media and HR
Social media
is another evolving area of technology that is significantly changing the HR
landscape. As with all emerging technologies the benefits can be offset with
additional challenges. Social media brings many opportunities, but it
also brings potential hazards. Employers who use social media as a method of
tracking employees’ activities outside of work may face serious liability.
Social media outlets such as Facebook and Twitter give employees an outlet to
express personal and sometimes controversial viewpoints. Employers must be
careful to not overstep their boundaries and invade employees’ private lives.
The implementation of social media networking and its impact has been one of
the biggest changes and challenges in the HR field over the past 20 years.
Employers must walk a fine line between wanting to protect the employer’s brand
and respecting employee privacy. HR professionals must take an active role in
preserving this delicate balance.
Despite
the many perils social media has brought to the modern employer it has also
created many positive changes in the HR field and beyond.
Social media
offers employers with limited resources new ways to reach qualified candidates.
Web based applications such as LinkedIn offer recruiters the ability to target
candidates within a specific field or skill set for very little cost. Traditionally,
employers who were recruiting from a specific industry would turn to
trade-specific publications and media outlets, which led to higher recruitment
costs and array of unqualified candidates.
By
leveraging new technology based recruitment tools, HR professionals are able to
quickly and easily connect with professionals in targeted industries and
fields. Instead of casting a wide net and hoping for the best as has
traditionally been done, they’re now able to create a valuable pipeline of
relevant candidates. Once a candidate has been selected, technology also plays a
valuable role in immersing that employee into the company and its culture.
Online or Virtual Training
Online
training is an effective tool for a remote and dispersed workforce. With the
rise of enterprise mobility employers are utilizing technology to perform work
more efficiently. However, employers still need to provide training to all
members of the company regardless of where they are located. Virtual training
sessions can be used for mandated and compliance training or for other valuable
employee development opportunities.
Remote workers
however are not the only employees who benefit from virtual training. Traditional
office-based workers are using technology to become more efficient and
productive. Web-based training and other asynchronous methods can save time and
money for an employer. Traditional in-person training sessions are expensive
and can reduce productivity in the short term, as employees must stop working
in order to attend. Web based and asynchronous training opportunities have
changed this previous employer dilemma.
Preparing for a career in Human
Resources
The most
important thing HR students can do is to stay current with new developments and
evolving laws that impact employers. It is also essential for students to get
some basic experience in human resources if they are considering pursuing a
career in that field. This could include volunteer or contract HR
opportunities. HR has evolved dramatically over the past decade. Students need
to understand all facets of HR, but more importantly need to understand the
strategic role HR plays in an organization. Today’s HR goes beyond just hiring
and firing employees. It must have an active role in the long-term strategy of
a company.
HR
professionals must understand more than the basic functions of Human Resources.
They must also understand how those functions contribute to the overall success
of an organization. HR needs to add value and enhance an organization’s success
in order to prove its worth.
If you’re
interested in learning more about how to prepare for an HR career in this
technology-driven landscape, take a look at our Human Resource Management degrees and contact us to set up a time to discuss further.
