What about emerging technologies? What impact do they currently have on human resources? What are their advantages? These are some of the questions we’ll try to answer in this blog post.
Automation of Daily Processes
When it comes to the positive influence of technology on HR, most people first think of the automation of repetitive and tedious tasks. The development of software has allowed the centralization of numerous operations and lightened the administrative burden of human resources. You know what we’re talking about: managing employee files, payroll, timesheets, absences, leaves, social benefits, etc.
Beyond these well-known routine tasks, the refinement of tools also allows for the automation of more complex processes such as:
- Recognition and reward programs
- Customizable benefits programs
- Candidate pre-selection during the early stages of recruitment
Solutions like Workday or BambooHR allow for the centralization of these processes while offering an intuitive interface for managers and employees. This represents a significant time-saving! As an employer or HR manager, you can then focus on the “human” aspect of human resources and work on improving the employee experience within your company.
Ease of Communication
The multiplication and accessibility of communication tools simplify exchanges with your team. Cellphones, emails, chats, videoconferencing, etc., allow you to easily reach your employees at any time and adapt to their preferences. Tools like Microsoft Teams, Zoom, or Google Meet have become essential for maintaining fluid exchanges. However, be cautious not to abuse this privilege outside working hours! In fact, the province of Ontario has added an article to the Employment Standards Act, 2000, requiring companies with more than 25 employees to implement a policy on the right to disconnect after working hours (ref: Part VII.0.1 – Written Policy on Disconnecting from Work | Guide to the Employment Standards Act | ontario.ca). Now, it remains to be seen if Quebec and other provinces will follow suit in the coming years.
Continuous Improvement Through Data Collection, Processing, and Analysis
It has never been easier to collect, process, and analyze data. A wide range of tools now exists for conducting surveys, forms, and questionnaires. Platforms like SurveyMonkey or Qualtrics allow real-time analysis of results to quickly adapt your HR strategies. These are valuable opportunities to gather information for:
- Facilitating performance evaluations
- Validating the satisfaction, well-being, etc., of your current employees
- Improving the onboarding process for new employees
- Supporting the recruitment process
The automation of data collection and analysis perfectly integrates with other HR tools to offer more precise tracking of the company's and employees' needs.
Embracing Flexibility as a Social Benefit
One of the current HR trends is undoubtedly flexibility. New technologies play a significant role in this:
- The ever-growing power of computers and smartphones
- The continuous growth of network and Internet/WiFi connection quality
- The development of cloud technologies that allow different users to access the same files and data from anywhere
- The widespread use of videoconferencing tools
All these advancements have, among other things, made the rise of remote work possible during the COVID-19 crisis, popularized online continuous learning, and brought flexible schedules to the forefront.
Today, most employees can work from anywhere, anytime, since they have the tools to do so. In addition to videoconferencing tools available to companies and employees, platforms like Google Workspace or Microsoft 365 facilitate remote collaboration with shared tools. Employees can meet clients or attend meetings from the comfort of their homes or on the go. If they have a medical appointment or personal emergency, they can easily "catch up" on their work at another time. Thanks to technology, you can offer flexibility as a benefit to your employees.
2 Technological Challenges to Consider
First challenge: Technology has become incredibly accessible, but you still need to choose the right tools based on your company's needs, resources, and your team's technical skills. Can you succeed with free or low-cost options? Is it worth investing in a more expensive, yet more powerful and flexible solution? Some software offers free options, but their effectiveness depends on the size and needs of your team. Will your employees know how to use a particular software, or will training be necessary?
Second challenge, and no less important: Pay close attention to protecting your employees' sensitive data. Law 25, Quebec's new personal information protection law, which came into effect in 2022, imposes penalties and fines on companies that do not implement appropriate cybersecurity measures. It’s high time to comply if you haven't already!
Conclusion
As you can see, technology offers unprecedented opportunities to improve human resources management, from process automation to communication and flexibility. However, it is crucial to choose tools that fit your needs and ensure the protection of your employees' data.
