Information technology in HR

There were times when meetings on information technologies in HR were just amazingly boring. And not because the topic itself was boring (which couldn’t be boring by definition), but because it was updated a little and couldn’t reach the innovative one.

Absolutely normal. While we are talking about the future of the HR function, practices and tools, touching upon the essence of a rather conservative by nature and duty sphere, we cannot afford to go to extremes.

Yes, society is changing, yes, collaboration is changing form, yes, expectations are changing, yes, the HR function itself in 2020 will be very, very different from what is happening now, but the foundation, the basis will remain the same.

A company can develop (and even fail) on some of today’s burning topics that will be the norm tomorrow, but what it cannot afford is the slightest failure in the concept of “heredity. Refusing to recognize evolution is dangerous, but forgetting one’s past is also dangerous.

Digital transformation is not done with an “or” union, only with an “i”. And this is to a function that is often seen only as a black hole for investment, often crowded: how to achieve perfection by evolving?

Manufacturers of HR solutions are focused on the end user

We don’t talk to HR people about their profession anymore, but instead we emphasize that we will deliver the right services directly to the employees. The back office becomes a front office, the employee becomes a consumer and sells the profit to HR, which becomes a profit, ricocheting from the HR function.

The point is that we provide our employees with the service they like, and we make a profit out of it. Looking at it from a different angle, why go where you can’t go? We are not talking about managing human resources, but about providing services to people (one thing does not exclude the other, we remember). Manage human resources to provide resources to people.

Let’s see what happens to heredity. There are no options when new services are provided only with a historical look at the old ones. It is necessary to surpass the old in order to overtake the new.

And we see the same logic as those who are starting now. Whatever we talk about, whether it’s about historically accepted functions or new services, they all focus on the fact that the end user is not just HR.

To sum it up:

  • Consumption: A user is a customer who requires practices, tools and services that are the same as those he or she has used before.
  • Subject change: Many tools are given directly to employees instead of HR hands
  • Self-service: services that do not require specialist support. On request
  • Experience: it consists in providing services as a tool to meet needs

Recruitment clean-up? The intranet portal should be worth the cost of the cost. At the moment it means that it achieves its goal – comfort and benefit for end users – employees.

There is a tendency for employees to be interested in such topics as “comfort”, “health”, “efficiency”, when they do not have to make unnecessary movements to achieve results at work and at the same time preserve their personal life and individuality.

Initially, HR processes were built for the convenience of HRs, through which employees received benefits and mutual assistance, now there is a process of refocusing, which will allow employees to receive information and services without the global intervention of HRa in everyone’s business.

For a long time HR has been a technical work – to search, search, search, follow, but now it will go farther than we can imagine. The question of whether the HR psychologist will no longer be standing.

Information technology market in recruitment is being updated

The way we work is changing, the employees are changing, and little by little the company accepts this reality. And we can no longer afford to live and work with this new reality using only the approaches and tools we have had so far.

What has changed, from our point of view, is that until now, tools have been more of a brake to transformation (or an excuse for transformation), whereas now they have become a platform and a way for HR to transform their processes. When both necessity and solution are gathered in one place and nothing happens, why look for the culprit somewhere else?