You’ve read about it. You’ve heard people talking about it too. That’s right, the age of digital disruption is here. Technology has become so embedded in our daily lives that it has disrupted not just the way we live our lives, but the way work gets done as well. So much so that the topic on disruptive technologies has become such a hot topic of discussion in almost all industries, as these technologies change the way businesses operate.
In this article, we briefly explore three of the major disruptive technologies and their impact on businesses, as well as why it is important for HR to embrace these technologies to move forward.
The usage of mobile technology has transformed the way we do business for the better. According to a research report released by the Economist Intelligence Unit, the adoption of mobile technology can help companies build greater employee loyalty, satisfaction, productivity and creativity. Employees who consider their employers to be mobile technology ‘pioneers’ recorded 16% higher for productivity, 18% higher for creativity, 23% for satisfaction and 21% for loyalty, compared to those who say their employer is poor at using mobile technology.
Essentially, it makes sense for HR professionals to utilise the usage of mobile technology to attract more talent. Investment can be made on mobile-friendly application systems to expand the outreach of talent pool. Instant communication can easily be achieved using mobile technology. By providing real-time feedback and responses to candidates, it creates better candidate experience and can improve the employer branding of a company.
Social media is another major form of disruption that has changed the way information is shared throughout organisations. Employees today have the ability to voice out their ideas or opinions and become leaders in their own right on any topic that matters. In fact, social media is forging a new era in business transparency where both candidates and employees receive greater insight on how things are being done internally.
Savvy HR professionals should establish a strong social media presence and utilise it not just for recruitment, but to build relationships by engaging with their clients/candidates and talented potential candidates who may not even be actively looking for a job. Social media is also a powerful tool for HR professionals and businesses to closely monitor the activities of their competitors, and to keep up with relevant industry news and trends.
Cloud computing has been one of the most disruptive trends in the IT world over the past decade. As a platform to deliver computing services over the Internet, the technology has quickly evolved and impacted not only the IT department but virtually all other departments in an organisation. According to the latest update by the International Data Corporation (IDC), worldwide spending on public cloud services is forecast to reach $160 billion in 2018, an increase of 23.2% from 2017.
One of the biggest advantages that cloud computing can bring for HR is the centralisation of data. This means seamless and easy access to employee data, all in one location. HR data and important information are now more accessible to employees, bridging the gap between HR and other departments. More importantly, this potentially improves the employee experience, resulting in better employee engagement. The best part is, cloud computing HR software is so widely available these days that it does not come with a hefty price, making the investment more worthwhile.
Forward-thinking HR professionals must accept the fact that these digital disruptions are here to stay. To take advantage of these disruptors, HR should thrive to become champions of this change within their organisations. Check out this article on how HR can work towards a digital transformation. Simply put, just like any other industries, HR needs to embrace change and avoid being confined only to the old ways of doing work.
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