7 HR technology trends for 2021 you need to know about

Sebastian Grzesik

How technology can help organizations is a very broad subject. But if we look at technology challenges from a manager's perspective, one of the most important aspects is people. Jack Welsch understood this perfectly:

Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.

Today I'd like to explain 7 areas that will help improve HR in the context of the technologies used, and I'll explain how using them can help the entire organization grow.

A key element in the success or failure of any business is people. This is especially important if we look at the challenges faced by HR managers, HR directors, Comp&Ben managers and Comp&Ben directors, as well as employees of Human Resource (more modern: People) departments. Those of us who haven't thought about these problems should be the first to comment on Linkedin [:-)] :

  • Do we measure presence or trust that we are working?
  • What training is good for us? Do we ask employees or managers?
  • Is joint integration a good investment?
  • How quickly will we recruit these positions?
  • Reductions or increases, how to manage this effectively? (vide pre and post covid-19 times)
  • Trainee, Junior or maybe a new Manager? Where is it worth investing our energy?
  • Payroll counting, why don't we create a new Excel? (shared spreadsheet is the advanced version)

If this sounds familiar, consider implementing tools that help solve some of these problems and empower your organization to make key decisions, based on HR Analytics.

1. Being in the Cloud

It seems trivial, but I believe that both remote working and the legal context of the times we live in (GDPR, SOC2) determine the tools that every HR department should use. A tool embedded in the cloud, with appropriate procedures related to security and user authentication - this is an ideal solution for any HR department.

HR tools in the cloud help with:

  • easier access (web/mobile/anywhere)
  • remote work in distributed teams
  • scaling of the organization ⏩ (with high market volatility it is one of the key advantages)

bad experience with recruiting

If we imagine being able to reply to a candidate on Linkedin in real time, collect online feedback in apps like ATS, or confront candidates with managers, it is thanks to apps embedded in the cloud that we can have access to them.

2. Recruitment

I can't imagine an effective recruitment process at GGS without effective recruitment tools. The ones I can recommend with a clear conscience are responsible for several areas:

example of RPA apps

  • ATS (Aplication Tracking Systems), tools for organizing candidate piplines, organizing recruitment projects (where we can build our own workflow of the recruitment process)

ATS apps

  • tools for collecting feedback and performing tests: DevSkiller, HackerRank, imocha

The combination of these technologies allows to carry out the recruitment process end to end, collect data and support managerial decisions. Importantly, it also helps answer those tough questions:

  • Why does our recruitment process take so long?
  • What are the most common reasons for rejecting an offer?
  • Is the position for which we are recruiting well described?
  • Is the company recognized among candidates?

3. Onboarding and offboarding

So welcome to GGS, where once again technology is our ally:

welcoming at GGS

The success of any new person joining a company lies, in addition to the recruitment itself, in the preparation for starting work. The larger the organization, the more important it is to follow the established process. How do you make the solution scalable and user-friendly for new team members? Tools such as:

Organizations with a strong onboarding process improve new hire retention by 82% and productivity by over 70%. Companies with weak onboarding programs lose the confidence of their candidates and are more likely to lose these individuals in the first year. "Brandon Hall GROUP"

Often overlooked, but very important from a management perspective, is knowledge of quits. It is where we learn why our employees leave the company and the manager. Data from exit interviews feeds our organization and allows us to change.

4. Monitoring [for Production Plants/Factories]

Yes, monitoring. Because not every employee is an office worker. Not every job is possible in remote form. I have repeatedly encountered the pain of HR departments in production plants and service companies when simply verifying the attendance list becomes a challenge. Especially if we imagine a production plant running 2-3 shifts and a production schedule to follow. There are many tools on the market that support factories in monitoring the presence of production workers. Here I described one of them: Manufacturing Execution System

5. Remuneration - salary review and calculation of the variable part

This is one of the most intimate areas, sometimes a taboo subject for many organizations. Meanders of excel shared among a small group of HR professionals are pretty standard. Can anything be changed in this area to make life easier for Reward Managers, Comp&Ben Managers and Directors?

Software that supports the complex math of compensation, salary reviews, bonuses, sales commissions is a class called Compensation Management. Compensation reviews were written about by our CEO - Bartek in this article. Compensation software is able to not only generate Total Reward Statement, but also calculate sales commissions for several thousands of vendors in parallel.

6. Building an organization's culture

Not only performance review, culture of improvement, and company meetings, but also the opportunity to provide feedback are all elements that influence organizational culture. Some of the most effective apps to support the engagement area are:

7. Employee satisfaction

This is an often overlooked element in many organizations. Employee satisfaction with the job and the environment can be measured on several levels:

  • at the level of manager or team leader (direct supervisor)

    • during the weekly 1-2-1
    • during periodic performance reviews
  • at Unit/Department level
  • at company-wide level

employee satisfaction check at GGS

Above, we see a company bot that queries employees on a weekly or bi-weekly basis about their satisfaction levels. It can be used in either Microsoft Teams (or Microsoft Power Automate), Slack, or other corporate communicators. Just schedule a a free 30-minute consultation with Matthew to find out how.

Thanks to this data, we are able to make more accurate strategic decisions about our organization, measure the effects of employer branding projects and, above all, build a more employee-friendly work environment.

Leading by example, building a culture of saying and doing, trust, room for mistakes - these are both traits of a good leader and elements worth combining with technology in HR.

At GGS, we not only pay attention to the tools, but also skillfully connect them to the challenges of a growing organization. Combining them effectively builds advantage and provides a foundation for managerial decisions at the operational and strategic level.