Here's how you can effectively use new technology as an HR professional: key skills and competencies.

In the evolving HR landscape, mastering new technologies is crucial. Embrace HR analytics to make data-driven decisions, and use AI for efficient talent acquisition and management. Develop digital fluency to navigate HR software seamlessly, and leverage social media for employer branding. Prioritize continuous learning to stay updated on emerging trends. Above all, maintain a human touch—use technology to enhance, not replace, personal interactions. By blending tech-savviness with empathy, you can drive impactful HR practices that resonate deeply with your team and stakeholders, bolstering your influence and visibility on LinkedIn.

Ser competente en tecnología es crucial en RRHH hoy en día. Con dominio de sistemas como SIRH y ATS, puedes gestionar datos y contrataciones eficientemente. Adaptarse rápidamente a nuevas plataformas te convierte en un recurso valioso, mejorando la organización y eficacia en tu trabajo.

As an HR professional, leveraging new technology effectively involves a blend of key skills and competencies. Here are some essential ones: digital literacy, adaptability, communication skills, strategic thinking, project management, cybersecurity awareness, employee experience management, automation and efficiency, training and development, innovation and creativity. By developing these skills and competencies, HR professionals can effectively utilize new technologies to enhance their roles, improve organizational processes, and contribute to overall business success.

Las herramientas tecnológicas permiten tener más información en menos tiempo y con ello optimizar los procesos de toma de decisiones, identificación de tendencias y desarrollo de estrategias alineadas a los objetivos del negocio. En el caso específico de RRHH, agilizar procesos que permitan un mayor alcance y una mejor experiencia al usuario, permitiendo, en el mejor de los casos, alargar el ciclo de vida de un colaborador.

I love this question! Don't be afraid of new tech, but also, make sure you know how to fully use the tech you've got. When I used iCIMS previously (shout out) I made sure I became a SME with the application. I learned so many cool things that made my job easier, reduced administrative tasks, and provided analytics to help me adjust my recruiting strategy. This is just one example. It can take time to learn the ins and outs, but it's worth the investment. If I reached out for support from the tech team, they were confident that I made my own efforts. I was able to walk them through different steps to show them how did my troubleshooting or what I needed to fix a kink in the process. It feels good to really know your HR tech stack.

Adotar e integrar tecnologias n?o só melhora a eficiência das opera??es de RH, mas também proporciona uma melhor experiência para os funcionários e candidatos, promovendo um ambiente de trabalho mais dinamico e engajado. Vou deixar algumas dicas que considero importantes para o nosso trabalho: -Utilize ferramentas como Tableau ou Power BI, para interpretar dados de RH, identificar tendências e tomar decis?es baseadas em dados. -Crie painéis de controle para monitorar KPIs, como taxa de rotatividade, tempo de contrata??o e engajamento. -Use sistemas para gerenciar e armazenar documentos de conformidade, garantindo que a empresa esteja em conformidade com regulamenta??es locais e internacionais. -Adote tecnologias de seguran?a cibernética.

Nowadays, it is essential for HR professionals to engage with the latest data analysis and visualization tools. The days of making decisions solely based on experience are over. It is now crucial to analyze people data, correlate it with business outcomes, and contribute as strategic partners in the organization.

El análisis de datos en RRHH es esencial para tomar decisiones informadas. Interpretar métricas clave y detectar tendencias permite mejorar la contratación, retención y rendimiento organizacional. Dominar estas habilidades no solo optimiza procesos, sino que también anticipa las necesidades futuras del equipo de RRHH con análisis predictivos efectivos.

Nowadays, it is essential for HR professionals to engage with the latest data analysis and visualization tools. The days of making decisions solely based on experience are over. It is now crucial to analyze people data, correlate it with business outcomes, and contribute as strategic partners in the organization.

Digital communication skills are essential for effectively using new technology in HR. You need to be proficient in various communication platforms, from emails and instant messaging to video conferencing tools. These skills will help you facilitate remote interviews, conduct virtual meetings, and maintain clear communication with employees who may be working from different locations. Being adept at digital communication ensures that your interactions are efficient and your messages are conveyed with clarity.

Las habilidades de comunicación digital son cruciales en RRHH para usar efectivamente nuevas tecnologías. Dominar plataformas como correos electrónicos, mensajería instantánea y videoconferencias facilita entrevistas y reuniones virtuales, además de mantener una comunicación clara con empleados en diversas ubicaciones. Ser competente en comunicación digital asegura eficiencia en las interacciones y claridad en la transmisión de mensajes.

Understanding automation and how it applies to HR processes is another key competency. Familiarize yourself with tools that automate repetitive tasks such as payroll processing, benefits administration, and onboarding. This knowledge allows you to focus on more strategic aspects of HR like talent development and employee engagement. Grasping automation also means you can provide insights on how to further optimize HR workflows, leading to greater productivity.

Comprender la automatización en RRHH es crucial para optimizar procesos. Dominar herramientas que automatizan tareas como nóminas y administración de beneficios libera tiempo para estrategias de desarrollo de talento y compromiso. Además, permite mejorar la eficiencia de los flujos de trabajo, impulsando la productividad organizacional.

Cybersecurity awareness is critical when handling sensitive employee data. You must understand the importance of protecting this information and be aware of potential cyber threats. Knowledge of best practices in data security, such as using secure passwords, recognizing phishing attempts, and ensuring that employee data is stored on secure platforms, is imperative. By prioritizing cybersecurity, you safeguard your organization's reputation and comply with data protection regulations.

Cybersecurity awareness is critical when handling sensitive employee data. You must understand the importance of protecting this information and be aware of potential cyber threats. Knowledge of best practices in data security, such as using secure passwords, recognizing phishing attempts, and ensuring that employee data is stored on secure platforms, is imperative. By prioritizing cybersecurity, you safeguard your organization's reputation and comply with data protection regulations.

La concienciación sobre ciberseguridad es esencial para proteger los datos confidenciales de los empleados. Es crucial entender las amenazas cibernéticas y aplicar prácticas como contrase?as seguras y la detección de phishing. Esto no solo protege la reputación de la organización, sino que también asegura el cumplimiento de las regulaciones de protección de datos.

Lastly, continuous learning is a fundamental skill for any HR professional looking to use new technology effectively. The tech landscape is constantly changing, and keeping up-to-date with the latest trends and innovations is vital. Dedicate time to professional development through webinars, online courses, and industry conferences. Embracing a mindset of lifelong learning will enable you to continuously improve your technological proficiency and adapt to new tools as they emerge.

El aprendizaje continuo es crucial para los profesionales de RRHH que desean aprovechar las nuevas tecnologías. Mantenerse al día con las tendencias y aprender nuevas habilidades a través de cursos y conferencias es clave para adaptarse rápidamente a las innovaciones tecnológicas. Esto garantiza que puedas utilizar eficazmente las herramientas más recientes y mejorar constantemente tu competencia tecnológica.

While I agree with all written above, it is important to look at the overall existing landscape of the HR solutions and tech apps in the given company and decide which platform/solution/app should be used for which HR processes and primary data capture (create the architecture and governance). Integrate/connect and minimize data redundancies (by adhering to the architecture and governance).. With the plethora of all new cloud apps and their ongoing gamification, HR tends to bring on many disjunct apps that each individually looks cool, but overall they contribute to ambiguity of HR data. I am a big advocate for a business&technology architect role in HR, to ensure the highest value add out of all existing HR technologies in the company.