HR Magazine – Three Lessons on Using HR Technology to Take Back Control

How can HR use technology to gain control of the ever-changing working world? We asked a panel of experts during our latest HR lunchtime debate.

There are three major lessons we learned from yesterday’s session:

1. It is no longer up for debate whether there is a seat at the table

One positive thing for the HR industry coming out of the pandemic is that the profession is now seen as an important part of any business.

Marcus Downing, Partner, Organizational and Workforce Transformation Team Mercer, said HR should acknowledge this fact and look at how they can add value to a business rather than improving HR functions as a whole.

He said: “The pandemic has elevated HR from being something that provides background operational support to something that is now front-of-home and really takes really important initiatives in the business.

“The challenge now with a potential downturn is whether we really package what we do that helps us solve business issues? For example, how can it help us retain and attract the best? For me it’s storytelling, productivity and organizing everything we do from a business standpoint rather than just HR plumbing.”

It’s important to have the right senior leadership to get the best out of an HR team, said Joe Regan-Ailes, chief people officer at customer service firm Ventrica.

She said: “Sometimes it’s up to the CEO or COO to determine the value they see in HR, and the benefits they think HR can bring to the table.”


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2. Start with work, not technology

When it comes to introducing new technology into a business, Downing said companies should take a more measured approach that assesses what needs to be done first.

He said: “The trap that organizations find themselves in, they see a new technology that probably all other organizations are investing in, they go and get it, and everyone expects instant results.

“You don’t start with the technology, what you start with is the work. What is the job that needs to be done now and in the future? And what skills are needed to do it? Look at the work , then look at technology and see how it changes or enhances human performance.”

When using AI in HR processes, Adrian Boruz, senior global product manager at Vodafone, said it should be a matter of when and if not.

He added: “It’s about how we work with AI, making sure the right standards are set. Applying the right ideas to AI makes all the difference.”

3. Automation Can Support More Human Human Resources

When polled, 45% of the audience said that recruiting was the HR job that was most widespread in their company.

While new technology can be beneficial to human resources teams, Regan-Ailes highlights the importance of having a personal touch in the hiring process.

She said: “A human contact and that personal touch on recruiting is a big driver for us to continue with what we want to do, especially when people have so much choice about where they can work.”

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In recruitment, Boruz added technology should be used to help candidates and employers find useful information more efficiently.

He continued: “What we should never change is the conversation between the candidates or the internal staff and the manager. It is a conversation that has many important elements for both parties – perhaps about coaching, performance, or perhaps feedback. in conversation.

“If we are to intervene with technology in that space, we must help people access information better, so that they can spend more time in meaningful conversations and less time searching for information. “

Learn more by catching this webinar on demand here.

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