Written by Nurhuda Syed for HRD Asia
About 65% of employers believe that HR technology strategies have either transformed or had a positive impact on the business, reveals a recent study by Randstand Sourceright.
According to the 2018 Talent Trends survey, an overwhelming 81% of HR leaders feel positive about the growing presence of technology in the workplace, and expect it to have a greater influence on the organisation in the next three to five years.
However, some HR professionals remain wary of HR technology – for instance, 51% feel that online recruiting takes away the people side of the business. Other professionals are worried about an over-reliance of technology on the talent acquisition process.
Regardless, 87% of business leaders strongly believe that technology is enhancing attraction, engagement and retention of talent.
HR software companies like iqDynamics agree with the findings that tech will only enhance the HR experience.
“We believe that HR tech tools help in driving the employee experience with the company,” said Mahendra Kumar Bodduluri, managing director at iqDynamics. “In many cases they increase the transparency and provide information to the employees which is very essential for decision-making in this information era.”
“Instead of taking away the people side of the business, the tools actually help increase the (amount of) communication and transparency between people.”
Automation of operational tasks will also allow HR professionals to make more strategic decisions, Mahendra said.
“HR teams can now spend more time in analysing the information and working with top management on driving a performance-driven organisation,” he said.
In addition to the growing impact of tech on HR, analytics is also becoming increasingly important to the field – 76% of the respondents to Randstand’s study said that talent analytics plays a critical role in sourcing, attracting, engaging and retaining talent.
Over 800 C-suite and human capital leaders across 17 countries had taken the 2018 Talent Trends survey.
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