Where did the ‘H’ in ‘HR’ go? Part 2: The role of Technology in Human Resources

A week ago, Ethiojobs published an article titled “Where Did the H in HR Go: Putting the Human Back into Human Resources.” The article elaborated on the importance of prioritizing the human element in HR and the benefits that come with it. When employees feel genuinely valued, respected, and supported by their organization, they are more likely to stick around longer, creating a positive work environment, an elevated employee retention rate, an excellent company reputation, and an increase in various skill sets within the organization. This was an excellent opportunity to present the standard view of HR as more than just handling the “people stuff” in an organization.

Although we have discussed employees’ overstated, generic view of HR, that doesn’t mean it’s not wholly unfunded. Organizations embrace the rules of HR, like the 5-year plans and organizational structures. While necessary for maintaining order and efficiency within the company, these frameworks sometimes overshadow the human element of HR. You wouldn’t believe where they take those predictable paths from.

The IT department.

That’s right, folks. According to Harvard Business Review, those predictable structures come from “the IT department, which at many organizations has adopted agile processes to speed its evolution and better serve customers’ needs.” You might be scratching your head, wondering how the IT department stumbled into the HR narrative. Well, it turns out that in their quest for efficiency and innovation, these tech wizards have inadvertently stumbled upon a vital aspect of human-centric management: agility. By adopting agile methodologies, they have acknowledged the significance of adaptability, collaboration, and customer-centricity— fundamental principles that resonate deeply with the essence of the “H” in HR.?

How does Technology play a role in developing HR practices that prioritize human needs and experiences?

The purpose and existence of Technology in the first place is to make a person’s life more accessible, and it doesn’t matter which department employees may be in—whether we are in marketing, training, research, customer service, or HR, Technology plays a vital role in an organization. For instance, top-level managers and their subordinates use project management tools like Asana, Microsoft, and GitHub to assess and manage employee performance. HR managers or recruiters would use Application Tracking Systems in platforms like Ethiojobs.net; local fresh graduates and trainers would use local platforms like Dereja.com to give/receive soft skills and professional skills training. We could go on and on about the various platforms existing to make our lives easier. But how is Technology used in Human Resources?

How Is Technology Used in Human Resources?

Technology has revolutionized HR professionals’ functions by enabling them to work more efficiently and make better decisions. Nowadays, several applications are available that assist in managing staff members within an organization. Automation technologies are beneficial in reducing paper usage, streamlining data entry, and managing employees. For instance, employees can use a centralized system such as membership management software to handle all the necessary tasks instead of filling out paper forms that HR professionals must subsequently enter.

Here are some examples of how tech has completely revolutionized the world of HR:

1. Recruitment and Talent Acquisition

Technological improvements have had a tremendous influence on the field of talent acquisition and recruiting. Online job boards, application tracking systems (ATS), and social media platforms have replaced traditional techniques, including newspaper advertisements and human screening procedures. HR managers can now access a larger candidate pool, quickly review applications, and determine which people are most suited for a specific role thanks to Technology.?

1. Learning and Development

Technology has had a profound impact on the way organizations conduct their learning and development programs. With the advent of online learning platforms, webinars, and virtual classrooms, training has become more accessible and convenient for employees. They can learn independently, access training materials from anywhere, and participate in interactive learning experiences.?

1. Performance Management

Organizations are shifting away from traditional annual performance reviews and embracing continuous performance management, which Technology has enabled. With cloud-based performance management systems, employees receive real-time feedback, track their goals, and assess their performance. These systems allow HR professionals and managers to give timely feedback, identify skill gaps, and align individual goals with organizational objectives. Additionally, data analytics provide valuable insights into employee performance trends, enabling data-driven decision-making.

1. Employee Engagement and Communication

Technology has revolutionized the way companies interact and communicate with their employees. Internal communication tools such as Microsoft Teams, instant messaging platforms such as WhatsApp, and collaboration software such as Hubspot have made communication channels more efficient. Human Resources (HR) professionals can use these tools to communicate important company information effectively, conduct surveys, and gather employee feedback. Additionally, employee engagement platforms enable HR departments to monitor employee attitudes, recognize achievements, and cultivate a positive work environment.

1. Data Analytics and HR Metrics

With the rise of Technology, HR departments now have access to vast amounts of data. Advanced analytics tools and HR metrics enable HR professionals to make informed decisions and identify trends in workforce planning, employee turnover, recruitment effectiveness, and performance management. This data allows HR departments to develop targeted strategies to improve productivity, reduce costs, and optimize talent management.

1. Automation and Streamlining Processes

Routine HR tasks like employee onboarding, payroll processing, and leave management can take a lot of time and may result in errors. However, Technology can help automate these processes, reducing administrative burden and increasing overall efficiency. Employees can take on tasks independently by using HR management systems and self-service portals, like updating personal information, accessing payslips, and applying for leave. Automation also allows HR professionals to focus on strategic initiatives that drive organizational growth.

Why Ethiojobs.net?

In Ethiopia, platforms like Ethiojobs are crucial in leveraging Technology for HR functions. Ethiojobs provides a centralized hub for job postings, candidate sourcing, and career resources tailored to the Ethiopian market. Using platforms like Ethiojobs, HR professionals can efficiently connect with local talent, streamline recruitment processes, and effectively manage job applications. This integration of Technology enhances the efficiency of HR operations and facilitates matching qualified candidates with suitable job opportunities within the Ethiopian context.

So where is the ‘H’ in HR as we shift into the revolution of Technology?

Human resource development has undergone a technological revolution, leading to notable advancements in several areas, including hiring, training and development, performance management, employee engagement, data analytics, automation, and diversity and inclusion. HR professionals must embrace these technology developments to improve their efficiency and provide value to their companies. However, keeping a healthy balance between Technology and human interaction is just as crucial. HR’s job is still essential for fostering connections, responding to employee complaints, and comprehending each person’s needs.