5 Trends in HR Show that Automating People-Centric Processes is the Future

If there’s one thing the last decade has taught us, it is the importance of understanding a problem in its entirety rather than trying to solve the individual ones with individual solutions. Not only does this lead to a lot of effort wasted, increased headcount and work pressure; but also a significant amount of time and money spent. In the worst case — you could end up with a multitude of fancy systems which do not understand or talk to each other and leave you no better than where you started.

The war for talent is only intensifying in this social media age, and the organizations that stand out, get instantaneous rewards and recognition by the employee pool for the same efforts. It is important that all employers learn from the trends of the past and look inward for insights — there is no better place to start than from the HR Department. An organization is the sum of its people and building your entire business around your people will be the best and smartest way to scale.

Let HR start by using the best of AI and other tools, from the time you are looking to hire and all the way through till the end of employment, for your people. Technology today allows you to track, understand, train, motivate and develop your people through integrated platforms which easily aggregate all types of data and analysis to benefit all parties.

Predictive data shows that over 65 percent of enterprises in Asia Pacific (excluding Japan) are expected to use multiple cloud services and platforms by 2021.

As we walk into the new decade, we summarize these five trends that will be big in the year 2020 and will most likely see significant popularity within the human resources sector.

1. Data-reliant HR processes

“HR teams need to expand their traditional suite of management information and reports, and look to track and measure a broader range of data that better takes into account employee behavior, wellbeing, and collaboration,” – Claire Williams, director of people and services at CIPHR

“Having this data at their fingertips will help HR teams to unlock employee potential, drive performance, and gain respect as an important, relevant and strategic force within their organizations.”

With data, HR professionals can have the important numbers and analytics that in turn, can help them make the most out of the company’s most valuable assets in a most humane approach. In the long run, the right treatment based on continuous evaluation is what would help employees to stay and continue to grow within the company.

2. Culture and innovation-driven HR practice 

To get the company going, the new decade will be turning their focus at the HR department now, more so than ever. From just being a supportive and administrative department, HR will now need to take the lead for the company's growth and change.

It’s imperative for HR professionals to be the first to know what is going on in the outside world and foresee how it may affect their company. Such knowledge arms managers to be ready to respond to changing trends; such as finding ways to add value to employees as attitudes shift towards other values like personal development and growth. A Millennial or Generation Z hire is as concerned about values and self-improvement as they are about their job descriptions. HR that understands such expectations will be better able to manage and tap on them, making it a crucial element from the company’s perspective.

Aligning every individual’s performance parameters with the organization's mission and vision, enables every member on the team to understand and appreciate their own role in the process. This significantly increases employee motivation and develops team players who understand how the work they do matters.

3. Technology for people approach

As the HR department grows in meeting challenges to make sure employees are treated humanely and that the company remains inclusive, the vast improvement of technology should be a tool for HR department to become more people-centric.

Artificial Intelligence has become a large part of HR practice as it is being utilized for purposes ranging from data cultivation, to simple but time consuming tasks such as creating monthly reports. However, the convenience of technology in people management can easily backfire when not practiced with the people it is designed for in mind.

Automating day-to-day tasks not only ensures quality and consistency in the HR approach, but also saves the organization significant time and money. It frees up time for HR personnel to invest in people development, strategy and constructive interactions with existing and potential employees.

Think of HR as the counselor of the company. What would you do with all the technology so you can better support the humans in the company?

4. Maximizing productivity

This could be the start of how the word productivity finally takes a center stage and not being too overly used and losing its meaning. With the kind of technology HR department today has, productivity is something that can be automated.

Every single process flow — be it employee onboarding and induction, a marketing campaign, project management or construction site process management, the organization can put clear, measurable workflows into place. Couple these workflows with HR systems and specific roles within the company and watch productivity increase dramatically!

Picture employee performance evaluation that is tied to corporate goals, and directly linked to claims, payments, purchases, invoices, CRM. Couple these with non-intrusive AI-based reminders and team collaboration tools – so that every employee can step up to do a better job. Enable employees to feel satisfied with their efforts and feel more appreciated, without feeling micro-managed. Imagine how technology can totally transform your workplace, with everyone clear about their deliverables and working with total transparency?

5. Gamified processes

According to Atrivity, the employees' training and internal communication will be heavily gamified in the new decade. Instead of simply communicating a message, HR personnel need to be creative in finding ways to make their employees more motivated with the simplest effort required.

From recruiting processes, to onboarding and training, HR department in companies will need to consider and see this as a business strategy. In addition to making the hiring and onboarding process more engaging and enjoyable, it motivates employees and helps to retain them in the long run.

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