• Mark Shaw

Using Technology for Success

Since our ancestors captured fire and invented the wheel, humans have been inventing ways to make their job easier. 

When it comes to HR, technology has been fantastic at helping to provide tools to analyse data.  Ever since the 1980’s everything from an employee’s start date, pay rate and record of training activities is readily available for analysis and reporting in modern Human Resource Management Information System (HRMIS).

Advances in technology now permit kiosks and direct user access that result in further efficiencies as employees update records directly rather than duplicating costs through a paper-then-data-entry approach.

Many think the future trend in HR technology is “big data” and that this will help HR Practitioners finally become strategic.

I have a different prediction.  

Currently a major criticism of HR as a function is it is too transactional; a fair criticism in my experience.  HRMIS systems, kiosks and big data have not, and will not, respond to such criticism.

My prediction is that HR needs technology solutions that streamline the transactional processes.  From interview selection notes, through induction processes and performance reviews to exit interviews, significant activity by line managers and HR practitioners occurs for very little return.  

The future is to implement technology solutions that help line managers complete these critical and mandatory activities more efficiently, saving time and cost and allowing more focus on service and product delivery.

Remember Engagement + Efficiency  = Improved Performance.

0 views0 comments

Recent Posts

See All

An Open Letter on the Current Direction of AHRI

At the recent HXM Digital Summit event, Sarah McCann-Bartlett the Chief Executive Officer and Managing Director of the Australian Human Resources Institute made the comment that HR Practitioners need

Why do We (HR) Keep Getting it so Wrong?

I recently completed a critique of the Performance Review process for a national sales organisation. Sadly, I identified five fundamental flaws that were resulting in compromised outcomes, and three m