The future of HR, or future of human resources for our baseball lovers thinking “Homerun!,” is an interesting and continually technological place. Companies are making the discovery that employing more tech on the front end allows their HR professionals to bring more nuance and value to the hiring process.
In the following article, we’ll be talking about the top tips for automating your HR game. But first, it’s important to understand what the alternative of manual HR means to your bottom line.
Drawbacks of Manual HR
Manual HR means you’ve got someone on your professional staff engaged in and worried about menial tasks. Not good. That leads to the following missteps that are felt company-wide.
An inefficient HR professional worrying himself with administrative tasks leads to poor hiring practices. This gives rise to an even more inefficient workforce.
Even Worse Retention
Manual HR and inefficiency across the board tend to burn out your people quickly. A burned-out staff leads to high turnover, which equals wasted money and time as you struggle to fix a problem that’ll never improve.
Loss of Reputation
We’ve established that poor, inefficient HR leads to a poor, inefficient staff. The inevitable end of this is losing customers and sales. Reputation will soon follow those out the door.
Now that we’ve covered the drawbacks of manual HR, it’s time to talk about what automated HR is, and what you need to be doing to handle it effectively. Let’s start with the tools you’ll need to pull it off, and that begins and ends with software.
1. Analyze Your Options
Before jumping on the first piece of HR software that comes along, connect with your HR staff over what needs they have and what their thoughts are regarding the options on the market. Hopefully, they’ll be plugged into their industry enough to guide you to some worthwhile selections.
If they’re not, listen to their suggestions anyway. Then, see if you can find a solution that addresses some or all of their wish list.
2. Slow Rollouts
Something else you should do to avoid the typical HR problems with automation is to roll out new software, tool, or resource slowly. Make sure it knows how to walk before you let it run.
Most software programs come with an overwhelming assortment of features. Some can be of immediate benefit while others won’t make as much sense at first. It’s important to have your bearings in place.
3. Employee Retraining
Human resources processing also requires that you commit to employee retraining across the board. Software and other tools are only as effective as the people using them, so give yours a solid foundation before you flip the “On” switch.
4. Learn from Insights
Many human resource tasks are not human resource tasks at all. They can be done by a machine, allowing your staff to step back and put their actual expertise to use for the benefit of your company. Be comfortable giving them the idle time necessary to glean useful information from the insights of your software.
5. Data Forecasting
The only way to learn more about a payroll processing program, for example, is to give your people the training and time to explore features, build strategies, and make suggestions. This is called data forecasting, and it can be tremendously helpful in sourcing candidates, knowing which questions and follow-ups to ask, and pinpointing warning signs before investing too much in a candidate.
The Future of HR Is Automation
The future of HR is about allowing your team to be HR professionals, not glorified administrative assistants. And the only way to do that is to automate what can be automated and respect the unique talents and abilities they bring to the company.
Best of luck! And for more HR tips, check out some of our other related posts on the topic.