4 Reasons why you must integrate Technology to your HR Strategy

Innovations in technology are disrupting the way HR processes are handled. However, many companies still fear fully integrating technology into their offerings. Understanding the benefits of technology can help organizations take advantage of newly available offerings and gain a competitive edge.

Sanjay Sathe, president and CEO of RiseSmart, the leading provider of enterprise career management solutions, has identified how human resource managers can effectively integrate technology into every stage of their employee’s life cycle.

1. Acquire talent. “Technology is allowing human resources managers to meet candidates where they are: online,” said Sathe. “Innovations are not only providing job candidates with personalized job opportunities but also providing managers with candidates that best fit their open positions. Today’s multigenerational workforce is an especially tricky landscape for human resource managers. New technologies can help them navigate that terrain and come out with top talent.”

2. Develop talent. “Innovations are creating new ways to train and educate employees globally,” said Sathe. “Employees are becoming increasingly expectant of accessibility when it comes to HR efforts, which becomes increasingly difficult in an ever-expanding global market. By integrating technology into training and education programs, companies can provide quick and easy access for a variety of employees in a variety of locations. Additionally, employees and employers can track progress in real-time.”

3. Analyze talent. “For years, companies have been trying to glean insights into the current state of the organization from both past and current talent,” said Sathe. “New technologies are now allowing HR managers to more effectively gather this data and dig deeper when analyzing the information. Instead of sifting through a large pool of data, managers can now gain access to relevant, timely and targeted information. Businesses can use these new platforms to measure the current impact of their human resources efforts, predict trends, and make informed decisions to improve business outcomes. Companies failing to keep abreast of the changing dynamics will be left in the dust.”

4. Transition talent. “New technology has become exceptionally present and integral during workforce reductions,” said Sathe. “Recent innovations, such as cloud-based outplacement solutions, are helping displaced workers get back to work faster and saving employers money by reducing unemployment-related costs. These new solutions are disrupting the stale industry of traditional outplacement and help give displaced workers exactly what they need: a new job as quickly as possible.”