Human resources have evolved beyond their traditional role over the past few years. With a renewed focus on employees and their well-being, HR has fundamentally changed into a people function. The rise of technology has helped broaden this focus, enabling organizations to support and recruit employees in every way possible. A recent survey conducted highlighted that 76% of HR teams would like to invest in HR tech in 2023. Technology is a powerful tool for creating a more cohesive experience for future employees. In terms of talent management, HR Tech plays a crucial role. It can help us create a more inclusive workplace, drive innovation, and seamlessly integrate all aspects of talent management. 

Here are 3 ways I think HR technology can revolutionize the way an organization handles talent:

First is inclusion. As a key priority in India, diversity has become more meaningful over the past few years, with employers focusing on driving talents across all ages and genders. 43% of current D&I technologies are dedicated to acquiring talent. HR tech can help us create a more democratic workplace by enabling access to jobs to tap into talent that is from diverse backgrounds. Women returning after a career break, young employees from colleges and retirees launching into another phase of their career, are accessible to employers through the integration of platforms into the hiring process. By creating a level playing field, technology solutions assist in finding the right candidate. Employees with disabilities can also be included with the necessary tools and infrastructure. Regardless of their location or background, technology-based collaboration tools empower employees who might otherwise be excluded from the hiring process.

Employees, on the other hand, get access to the organization, their values and beliefs, courtesy of the internet. Through an organization’s social media handles, employees also experience initiatives and practices at the workplace. This plays a big role in bridging the gap between employer and employee.

Second is Innovation. 85% of employers believe that fostering talent management practices by enabling us to streamline processes and reduce administrative tasks are a few ways technology has changed the face of HR. Automating recruitment processes using algorithms to identify the right candidate for a role ensures that the right people are found for the job. As organizations hire and build their workforces globally, apps and other platform integrations help employers stay in touch with employees. Digital tools encourage employees to share ideas and collaborate on projects, regardless of where they are in the world. This facilitates personalized interactions through different phases of their lives. For example, community-based tools can be a helpful way for mothers on maternity leave to keep track of their organization’s updates. It promotes their participation and makes them feel included in the culture while they are away. This can also be a great way for organizations to understand the pulse of employees. Their thoughts and perspectives can prove to be insightful for formulating policies, building appreciation and enhancing rewards and recognition.

Third is Integration. Ensuring that all aspects of talent management, from recruitment to retention, are seamlessly connected and aligned with our overall strategy can be achieved through HR tech. A single platform that integrates all our talent management activities reduces errors and ensures that there is a comprehensive view of our talent pipeline. Technology helps new employees to be seamlessly integrated into the culture and workflows. It can also be used to track performance, identifying areas where employees need support or development. By having all this information in one place, informed decisions can be made about our talent management strategy. This will ensure that employees are supported in the most effective possible way.

Technology also opens the door to enhancing the health and well-being of employees. A Gartner survey marked that a well-being program increases commitment and motivation among employees by 21%. Organizations can be proactive in extending health benefits and care to new employees. Such facilities help contribute to the overall employee experience in an organization. This could also prove to be beneficial in encouraging upcoming talent to join the organization and tackling attrition.

In conclusion, HR technology plays a critical role in talent management. It can help us create a more inclusive workplace, drive innovation, and seamlessly integrate all aspects of talent management. I believe it is essential to embrace technology, use it to support employees and drive the business forward. By doing so, we can create a workplace that is not only productive and efficient but also fulfilling and empowering for everyone.