Technology is growing and evolving at breakneck speed, constantly changing the way we work, play, and communicate. It empowers organisations to grow and thrive, leaving the ones who can’t or won’t embrace change lagging behind – if a company is closed to disruption, it can never become disruptive itself.
HR, as the department that has the top-level view of an organisation and its people, needs to be at the forefront of this change or risk becoming obsolete. Below are the top five disruptive trends that HR needs to be ready for, according to Accenture.
As Forbes reports, there are now 5.2 billion mobile devices and 1.6 billion smartphones, compared to only 789 million laptops and 743 million desktop PCs. This means that employees, both current and potential, are now more likely to access HR applications on their phone than on a computer.
With mobile becoming the primary interface for HR-related apps, companies must use these tools in order to engage with and develop future talent.
2. The Internet of Things
In the future, all employees will need to understand the Internet of Things (IoT), according to TLNT, which defines the IoT as “connected and communicating objects that collect data and aggregate it.”
HR systems are becoming real-time communications platforms, constantly connecting people and gathering information on things like hours worked, employee feedback, and performance. IoT devices can collect this data as it’s entered and used, fostering a culture of transparency and trust.
3. Radical Changes to Recruitment
Technology has levelled the recruitment playing field, enabling anyone, anywhere to easily search and access information, according to ERE Media. With the proliferation of online job boards and networking sites, companies need to take advantage of what Bersin by Deloitte calls “network recruiting” to source and attract the best candidates, as PR Newswire reports.
4. Science and Psychology Combined with Big Data
New companies are merging traditional assessment techniques with big data obtained from social sources, like tweets and blog posts, creating a “social sensing” system. These tools have the power to revolutionise HR by allowing companies to assess culture, personality, and how well those things will “fit” within the company.
5. Changes to Talent and Performance Management
Digital technology means that talent and performance management can move away from being a centralised HR activity, enabling companies to embed it into everyday business.
As Helen Gordon, Chief Executive of the Royal Pharmaceutical Society, said in HR Magazine, “A sense of urgency exists for change. Certainly we have choices – we can surrender and throw our arms in the air, or we can stop, reflect, and take constructive and positive action.” As technology changes, so must we – for the good of our business, our employees, and our ventures.