Technological advancements have made doing business very easy. Database recording, cloud processing and remote work solutions have all but changed the way many human resources departments do business. However, the needs of most HR departments are unique.
While there are obvious general tech solutions that cover particular requirements, there are other more specific solutions that departments should seek for the problems they face. Like most things in HR, there is no one-size-fits-all solution.
To help, 13 members of Forbes Human Resources Council examine the ways they use tech in their companies, and how leveraging the right technology makes their HR departments more efficient and effective at what they do.
1. Analyzing Performance
We are using technology to measure and analyze employee performance. By moving to an annual online performance review, we are able to better manage employee goals and evaluate their progress throughout the year. We are also able to communicate much easier with employees about their goals by moving performance appraisals online, so they can view their performance year-over-year. – Michele Markey, SkillPath
2. Making Better Decisions Via HR Analytics
Through really great HR analytics, we use the wisdom in our data to make better decisions, more informed choices and help and assist our strategy. If we pick up trends proactively, we are able to be flexible and change plans where needed and ensure our business is sustainable in what we do and how we do things, using the impact of what this means to our bottom line and measurement. – Tasniem Titus, Dentsply SironaForbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
3. Using AI For Thorough Feedback
We use AI-driven sentiment analysis technology to listen to, better understand and most importantly, act upon employee feedback. This technology enables us to immediately analyze how employees feel, by teams or company-wide. Crucially, it allows us to see what is resonating with our people, where we can improve and whether there are specific concerns that should be addressed right away. – Vivian Maza, Ultimate Software
4. Going (Almost) Completely Remote
The benefits of remote work are well established, so being a part of an organization with a nearly 90% remote workforce has allowed us to leverage the latest technology available to improve virtual collaboration and team performance. The results are increased productivity, improved employee work-life balance and a significant reduction in costs related to maintaining brick-and-mortar locations. – Dr. Timothy J. Giardino, Cantata Health & Meta Healthcare IT Solutions
5. Leveraging Enterprise Instant Messaging
While we have a variety of communication channels — email, VOIP, Salesforce Chatter, shared drives, etc. — I love enterprise instant messaging for getting timely responses. We use Microsoft Teams, but there are lots of other good options out there. People are more likely to respond to instant messages, whereas emails may get ignored. Our solution allows you to flip into a phone call if needed. – Joyce Maroney, Kronos Incorporated
6. Identifying Influencers And Partners
Through our recognition software, I can see who on my team has the most influence across the organization based on a scored calculation that considers connections, velocity and significance of awards. Similarly, I can see who the most critical partners are based on awards given outside of my team and add my congratulations for their above-and-beyond contributions, emphasizing their value to us. – Jennifer Reimert, Workhuman
7. Improving Benefit Program Enrollment
Benefits technology drives the most impact in the HR industry. It allows our employees to enroll in minutes while providing utilization analytics to my leadership team. Since benefits is our second-largest expense after payroll, the technology allows us to keep an eye on what drives employee engagement. We then can make stronger projections regarding our costs in the future. – Rachel Lyubovitzky, EverythingBenefits
8. Keeping Costs Down
As a small business without a dedicated HR department, we leverage tech to keep costs down, which allows us to give back to our employees more. From our payroll system to performance reviews to retirement and health benefits, we turn to online programs from companies specializing in HR-related software so we can focus on the core aspects of our business while still meeting our employees’ needs. – Laura Spawn, Virtual Vocations, Inc.
9. Improving Overall Employee Experience
By leveraging HCM (human capital management) system functionality, HR administration is reduced, enabling enhanced HR support and solutions delivery. We can also confidently meet legal, regulatory and privacy requirements while improving manager effectiveness and decision-making capabilities. Additionally, the overall employee experience improves in areas such as compensation, benefits, performance management, etc. – MJ Vigil, PEMCO Insurance
10. Using An ATS To Streamline Recruiting
Utilizing an applicant tracking system (ATS) allows our recruiters to effectively manage all stages of the recruiting and hiring process. From candidate sourcing, ranking, outreach and communication to the interview and offer stages, a robust ATS has become essential to managing a high volume of candidates for multiple positions, while still providing a great candidate experience. – John Feldmann, Insperity
11. Streamlining Seasonal Hiring
Technology can be a great resource to help HR teams find temporary or seasonal workers, particularly around the holidays. Demand for labor rises during the holiday season, but traditional temporary staffing agencies can be cumbersome, costly and unreliable. Fortunately, technology has allowed in-demand hiring platforms to offer flexibility that is key for both workers and businesses. – Katie Evans-Reber, Wonolo
12. Automating Most Processes
Automation is the future, and in HR, the story is no different. By using an HRIS (HR information system), we automated our recruiting, our onboarding, our PTO tracking and more. Take the time to look at what is out there and invest in the power of automation. It will give you time back in your day to focus on the bigger picture. It did for me and my company. – Kelly Loudermilk, BuildHR, Inc.
13. Integrating All Systems
Get all of your systems talking to each other. Integrating all of the systems saves time, data entry and human errors. From the applicant tracking system, through e-verify and over to HRIS/payroll — they can all talk. These simple integrations allow the human resources department to be more efficient and reduce exposure to data entry errors. – Brandi Andrews, Daifuku Elite Line Services (ELS)