Increased diversity in large corporations remains a major goal, but some companies are struggling to overcome unconscious prejudice, either by leaning too far toward minorities in the name of diversity or by leaning away from certain groups due to bias against their identity or culture. Throughout the resume screening process, unconscious prejudice can emerge, which is difficult to combat and establish but is undeniably present.
Technology has improved the ability to standardize the appearance of an "unsuitable" candidate. Thousands of unsuitable candidates have been analyzed by machine learning algorithms, indicating that the systems can quantitatively represent the character traits of honesty, trust, tolerance, maturity, loyalty, and resilience in a meaningful way.
As a result, evaluating analytics has semi-automated and streamlined the employment background screening process, eliminating many unnecessary steps in order to make better whole-person hiring decisions.
Consumers are also increasingly looking for companies that value diversity, which will impact recruiting strategies. There is a link between a more ethnically and gender diverse leadership team and higher profits.
Expand Corporate Wellness Programs
Companies that offer wellness programs that address mental, physical, and financial well-being are better positioned to serve their employees. As a consequence, workplace productivity increases. Employees who are anxious at work or have mental health issues are unable to devote their full attention to their jobs.
The emphasis on mental and other types of wellness in the workplace is not new. It is novel to use technology to enhance these initiatives. Wellness apps, financial trackers, and other similar digital tools enable businesses to provide wellness solutions to their employees without overburdening HR departments.
Predictive analytics can help you plan for future needs.
Interestingly, among corporate departments, HR has become the most advanced user of analytics, surpassing early adopters such as finance. HR is using predictive analytics for more than just recruiting and retention. Analytics can help HR professionals track productivity and improve performance. Determine where you can improve employee engagement and where you should train.
Compliance Is More Efficient and Complex
Compliance has frequently been a major challenge for HR teams. Laws and regulations are constantly changing, and they frequently necessitate massive amounts of paperwork and information. Compliance used to necessitate organization and dedicated IT storage space, but cloud-based solutions have simplified the process.
Analytics Improve Performance Management
Performance management has long been regarded as an essential HR function. HR professionals have guided the process, monitoring performance, gathering supervisory feedback, and facilitating regular employee reviews. Although technology has streamlined the process and eliminated many unnecessary steps, the next data-driven stage of performance management has arrived.
HR professionals now have tools that allow them to spend less time on administrative tasks and more time on issues that require more hands-on attention.
Before mobile apps and cloud computing, HR was defined by mountains of paperwork and a never-ending battle to stay on top of compliance, hiring, and unending stacks of employee information. Human resources technology has significantly improved efficiency, accuracy, and even employee morale by simplifying responsibilities such as recruitment, record-keeping, and payroll.