Top HR Tech Trends that Transformed Business Culture

By Shafaque Ansari Last updated Dec 23, 2022

Even after the pandemic stalled growth in many sectors, the world of HR technology is looking promising, with some exciting trends on the horizon for 2020 and beyond. With processes such as remote work and virtual onboarding becoming the new normal, the utilization and relevance of HR technology are more important than ever. Technology must be seamlessly integrated into the daily world of work from the first point of contact with a potential employee, ultimately equipping the employee to deliver better performance in a virtual environment.

Listed below are some of the top 2022-23 HR tech trends that will enable you to make your HR function more efficient and productive in the coming years.

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HR Tools Are Migrating to the Cloud

Many businesses today struggle with the dissonance between the various areas of human resource management. To automate hiring, onboarding, performance evaluation, and payroll, talent managers must rely on a variety of solutions.

Cloud-based HR tools will assist in expanding the accessibility of HR technology by allowing all team members to access relevant workplace data at any time. The advantages of cloud talent management solutions as a current trend in HR management are numerous:

Lowering the possibility of human error during the data input process;
Encourage interdependence and collaboration within the team;
Lower the costs associated with handling day-to-day tasks.
Businesses can save time and money.
In comparison to a dispersed toolkit, they are more versatile and simpler to update.

Remote work technology upgrade

The year 2020 saw a significant shift toward remote work. While this has been a progressive trend over the past decade, the pandemic has ramped up it and made employees’ ability to work from home a reality. Naturally, new HR technology trends would spring up.

Companies must ensure that remote employees from various locations and time zones have equal opportunities to learn and that there are no scheduling issues in the workplace. While there are numerous examples of HR software that allows for remote work, 2022 will see a greater variety of such products as well as an overall improvement in their quality and range of features.

Emphasis on data security

With increased dependence on the technology sector and cloud technologies, there is a greater need to protect sensitive and personal data. Recent legislation promoting data privacy and security (such as GDPR) has also contributed to this evolving into one of the top HR tech trends. These latest HR technology trends emphasize not only heightened security as a software feature but also compel businesses to adopt new procedures. If you want to integrate a better data management and security system in your company, you will need HR professionals to prepare your employees for the transition and changes in behavior.

Employee self-service applications

Human resources managers are often overburdened with assignments and tasks because they are seen as a bridge connecting project management and execution (employee) teams. Previously, a talent manager was every employee’s go-to person for workplace updates or data collection.

The good news is that the advancement of technology in HR has allowed for the expansion and improvement of self-service tools. Such platforms enable talent managers to keep the team informed without having to respond to each employee’s questions.

When self-service tools become prevalent in businesses, their impact will be enormous. The following are the advantages that businesses gain by embedding a self-service platform in the workplace:

Increased administrative task efficiency;
increased transparency so that employees can see and validate the sources of any workplace data;
Workers can receive real-time updates.
Increased team morale and decreased burnout.

Integration of Blockchain

Businesses will face new challenges as they embrace digital transformation, such as data security and access management. As a result, teams will think about implementing HR tech trends like blockchain solutions to ensure data integrity and workplace transparency.

These are the primary goals that blockchain integration will assist HR managers in achieving:

Standardization

As new HR trends enter the market, it becomes more difficult to develop a unified data storage and sharing standard. Employee information may be stored in various formats and values depending on the tools a team employs.

HR managers can create and share development practices among software developers and peers using electronic distributed ledger technologies. Blockchain will exponentially improve collaboration between talent departments and will provide software developers with development guidelines, thereby increasing the quality of HR organization systems.

Trust

Because of key-based access, blockchain transactions are considered tamper-proof. The technology has major ramifications for access management — businesses can ensure that only trusted individuals have access to data, weeding out imposters or potential attackers.

Initiatives such as the Trusted Global Network for HR Data will make information more accessible to those who qualify. Identity Access Management, on the other hand, will ensure data storage security.

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People analytics software

The disparity between the company’s goals and those of the team is one of the factors that influence employee retention rates and entire project productivity. Businesses unknowingly fail to provide talent with opportunities for growth and development, or they target the wrong areas.

People analytics tools bridge the gap between business leaders and employees. They utilize data science and artificial intelligence to research, collect, process, and deduce patterns from employee data.

Here are some examples of how software solutions can be used at various stages of human resource management:

Training entails determining the employee’s preferred learning style and aspirations in order to motivate team members to improve their skill set.
Engagement entails charting employee engagement levels, evaluating the factors that contribute to volatility, and getting customized reports with relevant team management advice.
Employability entails planning how to utilize the company’s internal workforce instead of hiring new employees.

In the broad sense, people analytics tools provide employers with a broad picture of the state of the workplace.

Real-time performance management

A feedback-driven system has been shown to be effective in a variety of industries. Agile project management methodologies are based on stage-by-stage feedback, which helps ensure that the product meets the contract agreement.

Getting constant feedback on employee performance or satisfaction is not one of the current HR trends. The good news is that real-time performance management tools will provide employees and HR with greater visibility into team performance. Talent managers will be able to identify which employees struggle to contribute to the project and find more effective ways to integrate them into the workplace.

Deloitte and GE, for example, use performance management tools to enhance the quality of project contributions and track employee satisfaction. Here are some of the reasons why HR departments should use real-time performance tracking software:

Encourages learning and development
Employees are motivated by keeping track of their accomplishments
Increases the effectiveness of competence

Employee wellness management with an emphasis on mental health

A recent study discovered that working long hours increases the risk of dying from heart disease later in life. Furthermore, overworking is linked to decreased productivity as well as an increased risk of mental health issues such as anxiety and depression.

As a result, one of the most recent trends in HR software development is employee wellness management. It not only improves employee health and well-being, but it also allows for realistic performance expectations and increases the likelihood of business success.

Gamification, another of the top HR technology trends, is frequently used to manage employees’ mental and physical wellness. An HR framework can include milestones and achievements that encourage employees to take breaks, exercise, and provide feedback on their health.

Biometric time tracking

Attendance monitoring is critical for effective workplace management. However, most businesses continue to use antiquated tools to determine the working hours of their teams, ranging from spreadsheets to paper trails.

Biometric scanners are the future of employee tracking in HR. For starters, they are difficult to forge because your team members cannot forge fingerprints. Furthermore, biometric tracking tools are impenetrable to hackers and store data in secure vaults.

Biometric fingerprint readers reduce time theft by preventing buddies from punching in. Fingerprint scanners are simple to integrate with smartphones and can be used for remote employee management.

AI in employee management

Talent management is a busy and stressful process filled with last-minute changes, requests to track, and openings to fill. Hiring managers are actively utilizing artificial intelligence to streamline employee management. Artificial intelligence will be one of the most impactful human resource technology trends in the future. Most monitoring operations will be automated, giving managers more time to plan, strategize, learn, and work on personal development. AI is also making inroads into the screening process, where companies can expect to gain a massive efficiency boost by utilizing AI recruiting tools. Many vendors claim that their AI-powered systems can help narrow a pool of hundreds of applicants down to a shortlist of 5-6 with the most potential.

In a Nutshell

The future of human resource management is inextricably linked to technology. More businesses will use all-in-one talent management platforms and tools. Consider incorporating HR management tools into your company’s workflow to stay ahead of the competition.

[To share your insights, please write to us at sghosh@martechseries.com]