How is technology changing the Human Resources field?

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The world is constantly changing and so is the business world – and the Human Resources area is no exception.

Today's customers are not the same as they were 10 years ago. Business, sales, marketing and production processes have also undergone profound changes and require constant adaptation for companies to remain competitive. All of this leads to the topic of digital transformation and what it means for the productivity and competitiveness of the business sector.

The impact of digital transformation on companies and employees
This transformation has been felt in several professions and several areas have seen an increasing approach to Artificial Intelligence, causing repetitive and standardized tasks to be performed by Bots or intelligent systems.

On the other hand, these changes have also had an impact iran whatsapp number database employees , who are no longer just suppliers of labor, but true suppliers of skills, who want to feel heard, an integral part of the organization, and contribute to its development. At the same time, they no longer see their work only as a source of income, but also as a source of personal and professional fulfillment, of challenge and learning, of new experiences.

At the same time, organizations are increasingly challenged in the processes of attracting and retaining talent, due to the increasingly evident scarcity of resources and the difficulties experienced in generating employee commitment to the organization. Employees challenge organizations more and are more demanding than previous generations. Therefore, the focus must be on the employee and the experience created with them.

Challenges also remain for managers , who have to make more decisions, more quickly and more sustainably, with an increasingly smaller margin for error.

The world is different, the area of ​​Payroll and people management is more challenging and companies have to act and not just react.

Digital transformation in the Human Resources area
It is undeniable that digital transformation in the area of ​​Human Resources, that is, in the context of people management and all associated processes (recruitment, onboarding, contract execution, payroll processing, offboarding, career management, etc.), must be at the center of companies' planning priorities, otherwise they will not be attractive and will lose productivity and competitiveness.

We would say that digital transformation in the area of ​​Human Resources and people management is based on three fundamental pillars: process automation, focus on employee experience and use of People analytics.

Automation of repetitive processes and tasks
All processes and repetitive and standardizable tasks must be automated and performed by bots or intelligent systems. We are talking about tasks that do not bring added value, that occupy people and consume precious resources, which are necessary to make a difference in areas that can really bring added value.
By automating processes, we increase the availability of our best talents to focus on differentiating tasks that will bring real gains for the employee and the organization. The employee will feel more challenged, more integrated into the organization, and will feel that they deliver results that really make a difference. The organization will see gains in productivity, efficiency, reduced administrative costs, differentiating deliveries in key areas and happier employees.

On the other hand, this is an essential pillar for executing the second pillar – freeing up precious time from the HR and people management department (previously spent on repetitive tasks) so that it can focus on the employee experience.

Employee Experience
A major trend in people management is the focus on employee experience and the relationship they build with the organization, which begins even before they join the company. The relationship begins to be built during the recruitment and onboarding process, and we know that the welcome and integration given to employees are decisive for their retention. It is important for employees to feel welcomed, valued, that they have room for advancement, and that they have opportunities and challenges. These aspects are even more valued by younger generations.

Therefore, this initial impact on the employee is essential, but it is necessary to maintain this experience throughout the relationship and this can translate into providing the necessary resources to employees (training, appropriate work tools, integration into collaborative teams and giving autonomy and responsibility at work). Create mechanisms so that employees can express their ideas and opinions with a view to improving the functioning of the company; create professional development and career management plans, as well as offer continuous feedback and promote interactions between employees, making them feel continually supported.

Another aspect is to assess which benefits are most valued by employees and create attractive salary and extra-salary benefit policies, for example, remote work, flexible hours or prenatal and marriage support or performance bonuses and create conditions for easy harmonization between professional and personal life.