Human resources and technology might seem like strange collaborators.
Historically, HR policies have served to limit tech use: see restricted personal cell phone use, monitored Internet use, etc.
However, as wired-in younger generations increasingly join the workforce, tech is beginning to play a role in how we manage the people side of business. Here are few things to consider as technology changes the way we do human resources:
The Society for Human Resource Management (SHRM) identified wearables as a potential new trend in 2015. Corporate wellness is a part of human resources and as wearable fitness trackers gain in popularity they’ll likely see play as a benefit. Fitness trackers can help incentivize corporate wellness efforts, or, for the time being, at least make great prizes.
The stronger your intranet, the better tool you have to communicate with staff. Human resources can use that platform to provide transparency into processes and give closer access to execs in a stratified system. Think how we feel connected to once unreachable celebrities thanks to Twitter—transferring that feeling of access to a work setting can be a great benefit.
Better ways to measure employee engagement
A number of tools exist to help gauge employee productivity, but it only takes a simple survey program to gauge employee engagement. Services like SurveyMonkey offer anonymous reporting and employees may be more comfortable working with a brand they recognize and trust from outside the office.
Beware the digital divide
According to a 2013 study from SHRM, the divide between those proficient in the latest technology and those who struggle to keep up will begin to have an impact on the workplace in the near future. For every new technology put into place, consider an extensive education program so everyone can benefit.
For more on technology on technology and human resources, visit the Society for Human Resource Management.
By Prasana William