Unveiling the future of HR with seamless integration, personalization, and AI
As the HR landscape continues to evolve, we reached out to top professionals to share their insights into the future of HR tech. From seamless integration and AI personalization to focusing on employee experience and culture, discover the top 10 predictions and desires these HR leaders have for the future of HR technology.
Rising Seamless Integration and AI Personalization
De-coupling Technology from Service
Adding AI and Data Analytics in HR Tech
Shifting Towards Gamified Assessments
AI-Enhancing HR Solutions
Automating Hiring with Human Touch
Improving Employee Experience with HR Tech
Needing More Regulations
Embracing Tech and Maintaining Human Connections
Focusing on Employee Experience and Culture
Rising Seamless Integration and AI Personalization
As HR technology advances, the key to success is the ability to integrate various platforms seamlessly.
A personalized experience for employees that leverages advanced analytics and machine learning algorithms to optimize hiring, onboarding, and performance management processes will increasingly be a must-have for HR tech products. The focus will be on developing human-centered technology solutions that prioritize employee experience and well-being.
As AI matures and natural language processing improves, chatbots and virtual assistants will also play an increasingly vital role in delivering engaging, streamlined HR services. The overarching goal will be to create an integrated digital ecosystem that puts people at the center, offering a one-stop solution for all HR-related needs.
Jefferson McCall, Co-Founder and HR Head, TechBullish
De-coupling Technology from Service
I predict that over the next few years, we will see many HR Tech companies (especially the large HRIS & Payroll companies) de-couple technology from service within their offerings.
Right now, buyers expect to get software and comprehensive support, training, and consulting. But, as businesses become more complex and dynamic, it's not reasonable for tech companies to offer both exceptional tech and premium consulting.
I anticipate that the HR Tech vendors will cede this ground to their ecosystem partners who can offer a wider variety of services and be more nimble and targeted with their service offerings.
Brett Ungashick, CEO and CHRO, OutSail
Adding AI and Data Analytics in HR Tech
I believe that the focus of HR technology in the future will be on employing artificial intelligence to enhance the employee experience, streamline administrative activities, and streamline recruitment procedures.
Data analytics will also be essential in revealing information on employee retention, performance, and engagement.
The HR tech sector will innovate because of the integration of AI and data analytics, improving outcomes for both businesses and people.
Tracey Beveridge, HR Director, Personnel Checks
Shifting Towards Gamified Assessments
Gamification has been a popular buzzword in pre-employment testing circles for some time, but until recently, it hasn't fully taken off. However, given the rise of highly effective and readily accessible AI, I can foresee a rapid shift away from traditional assessments and towards gamified assessments.
Traditional assessments are often heavily text-based, leaving them extremely vulnerable to cheating. Indeed, even online interviews are now highly susceptible to AI feeding candidates effective interview responses in real-time.
Gamified assessments, however, employ complex game mechanics that an AI cannot easily complete, forcing users to participate honestly. Consequently, gamified assessments could be the answer to the encroachment of AI in the online assessment space, and I anticipate a significant shift in this direction.
Chloe Yarwood, HR Manager, Test Partnership
AI-Enhancing HR Solutions
We're seeing many HR and Payroll vendors lean into AI. HR tech companies are using Artificial Intelligence tools for employee chat support to answer basic employee questions. Some are even using generative AI tools that pull data from multiple sources to create something new.
For example, GoCo's HR AI tool supports HR professionals by creating custom forms and policy drafts. By providing AI-enhanced solutions, HR Tech companies elevate the HR function, allowing HR professionals to make the best and highest use of their time and energy.
Susan Snipes, Chief People and Culture Consultant, GoCo
Automating Hiring with Human Touch
I predict and wish for near-complete automation of hiring and onboarding processes. Why near and not wholly complete?
It's a strong belief that there needs to be a human element during hiring and especially onboarding for actual human-to-human feedback. Yet having AI tools or software that can eliminate the menial tasks for HR would be a lifesaver and allow HR to apply skills to more important efforts.
Jarir Mallah, HR Specialist, Ling App
Improving Employee Experience with HR Tech
The field of HR technology is undergoing rapid evolution, with numerous trends and developments shaping its future.
One prominent focus is enhancing the employee experience through HR tech. This involves personalized onboarding, self-service HR platforms, tools for employee engagement, and continuous feedback mechanisms.
By leveraging technology to create positive employee experiences, organizations can significantly increase employee satisfaction, productivity, and retention rates. Ultimately, the goal of HR tech is to empower HR professionals, improve operational efficiency, enhance the employee experience, and enable data-driven decision-making. Embracing these trends and aspirations will enable organizations to cultivate agile, inclusive, and people-centric workplaces.
Brittney Simpson, HR Director, CallRevu
Needing More Regulations
The biggest story in tech for HR and everyone else is AI. ChatGPT and other AI tools have started to help us with everyday tasks like drafting emails and writing job descriptions. I have heard of HR colleagues using ChatGPT to draft organizational policies.
I predict the use of AI tools will continue to grow, but I also predict we will see additional regulations like the ones coming out of the EEOC recently.
Samantha Rosenberg, Senior Director, Human Resources, AACC
Embracing Tech and Maintaining Human Connections
As technology advances across every field of business, I know there is a fear, specifically in HR/People teams, of "How will tech affect HR roles?" With the fostering of ChatGPT & AI, one of the biggest misconceptions is that "we" will all be replaced by technology.
What I say to that fear is to use technology to your advantage and understand that none of these highly intelligent forms of tech are made possible without the input, review, and constant analysis of human beings. I find myself learning something new every day, and while I lean on technology to help with admin tasks, onboarding, benefits, etc., one thing will always remain true.
We need to continually build human connections with employees and understand that the human element of what HR leaders do will never be lost; it will just evolve. I am excited to embrace new ways of streamlining processes to ensure I can continue connecting with the individuals that I support.
Charles Mangino, Head of People, Culture and DEI, Decusoft
Focusing on Employee Experience and Culture
HR technology holds immense potential for the future, enabling businesses to enhance productivity, optimize data management and analytics, facilitate better decision-making, foster transparent communication, and cultivate trust.
However, it is crucial to move beyond using technology solely for data management and transaction processing. The next generation of HR technology should focus on enhancing the employee experience and fortifying organizational culture.
While HRMS and HRIS systems have served their purpose in managing HR databases and transactions, it is essential to embrace new technology that aligns with HR philosophy. The actual benefits of technology implementation are directly correlated to the level of commitment to HR principles. It is vital to approach technology adoption thoughtfully, ensuring that the workforce is adequately prepared for the change. Merely implementing technology for the sake of it will not propel HR managers forward.
Atul Mankad, Domain Expert, Naman HR
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