5 HR tech that will change how HR function in 2018

5 HR tech that changes how HR function in 2018

Much like any other industry, human resources has seen numerous disruptions due to the introduction of new HR technologies. HR professionals and leading organisations are actively using these new technologies to not only enhance their recruitment strategy and improve on retention rate but to reduce all other manual and operational HR tasks.

The key to staying resilient in a changing environment is to constantly stay up to date on the latest technology and trends that will change the way we work. The question is, are you one of those who are aware of the latest key strategic HR technologies that can help you improve your tasks and streamline your recruitment efforts?

Here, we examine some of the latest tech trends in human resource management that will be impacting the HR landscape in the near future:


1. Artificial intelligence (AI)

“To AI or not to AI”, that is the question that many organisations today are still pondering, despite countless articles and research showing that AI is the next big wave in supercomputing. In fact, the use of AI in HR is already happening in the form of chatbots. In 2018, chatbot technology will become more affordable and we continue to see a trend in more organisations adopting chatbots in their expansion plans.

Chatbots are currently used for recruitment and to act as the first line of assistance. Using AI to better understand the meaning and the context behind the words typed, chatbots are able to help deliver better candidate experience by eliminating the ‘down time’ between candidates and recruiters, making instantaneous connection with the candidates and providing a quicker turnaround time in finding a job.


2. Blockchain technology

By definition, blockchain is a database that functions to keep a ledger of an ever-growing list. It is often associated with the digital currency, Bitcoin, as it was originally created to monitor Bitcoin transactions. Over time, blockchain technology has evolved and is now entering the HR landscape as organisations are utilising blockchain to facilitate the HR functions in many ways.

A new report on blockchain released by PwC, explains how this technology can impact the HR industry. Some of the possible usages of blockchain technology as quoted in the report are:

  1. Verifying and assessing the education, skills and performance of potential recruits – enabling those recruits to be allocated to the most appropriate roles.
  2. In turn, giving people a comprehensive, trustworthy blockchain-based record of their education, skills, training and workplace performance.
  3. Managing cross-border payments and employee mobility, including international expenses and tax liabilities.
  4. Boosting productivity, such as automating and reducing the burden of routine, data-heavy processes like VAT administration and payroll.
  5. Enhancing fraud prevention and cybersecurity in HR, including both employees and contractors.


3. Internet of things (IoT)

By definition, IoT is the network of interconnectivity (via the Internet) that exists in our everyday objects such as mobile phones, computers, home appliances and other electronic devices that basically enable us to connect, send and receive data. It is a concept that has impacted how we live and work; and has now revolutionised the way HR functions. Essentially, IoT is valuable for HR as it can generate a huge amount of employee and candidate data, providing extremely valuable insights to key decision-makers.

For example, more and more we see the introduction of electronic devices that support voice recognition/voice control. Interaction with software and devices using keyboards and keypads will slowly be outdated. The next big wave is getting work done more efficiently through voice, speech and signals given. Thanks to IoT, distance is no longer an issue as recruiting and training can be easily conducted through the usage of these cognitive platforms.


4. Feedback and engagement tools

Just like how a candidate would want a faster turnaround response rate, employees today also want continuous feedback from their employers. Having a performance review every six or twelve months is no longer effective as we continue to modernise the way we work via real-time methods. Tools that facilitate feedback and engagement are the driving forces in accelerating improvement in the way we work.

There are a number of feedback tools in the market that are built to help employers easily collect, understand and take appropriate action on employee feedback. In other words, these are tools that can boost your employee performance management. Amazon is one such company that has embraced the real-time feedback approach and since its implementation, the online retail giant has seen an improvement in its workplace reputation.


5. Remote learning & development

As more and more organisations are opening up in allowing their employees to work remotely and jobs become more flexible in nature, the need for remote learning and development has increased exponentially. According to Josh Bersin, the founder of Bersin by Deloitte, virtual and augmented reality (VR and AR) will be the next big thing in supporting remote learning and development.

For instance, VR and AR will allow employees who are remotely located to join a training session that is being held in a different venue through simulations, allowing them to learn skills in real time. VR can also be useful in screening candidates when it comes to HR recruitment. Companies such as Google Glass, BlackBerry and Lenovo are now getting into AR. Even multinational package delivery companies such as UPS, has already begun incorporating VR into its drivers’ training.


Technology is constantly changing the HR landscape. It can be hard to keep up with the latest developments and emerging trends. However, take time to gather intelligence on which HR tech tools can be useful as having such awareness will go a long way towards making your HR function more sustainable and valuable to your organisation as a whole.


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