No matter how any organization might evolve in the future, it is difficult to envisage an evolution that is not, at least in part, driven by both its people and its technology. Furthermore, the HR function will be the driving force for many of these initiatives.
The COVID-19 pandemic has shown in numerous ways how technology and the HR function can enjoy an extremely positive relationship. Virtual meeting platforms and the capability of collaboration tools have enabled us to shift to remote working arrangements while minimizing lost productivity.
Perhaps even more so post-pandemic, we will be looking towards technology to support organizations in changing and adapting to the fabled “new normal”. Trends such as moving to the cloud and wider digitization of processes are generally accepted to be inevitable. However, the impact of technology will stretch well beyond specific HR technologies when it comes to building safer workplaces and adopting new working models. Technology presents opportunities for efficient and accurate health screening at work, the sanitization of workstations, not to mention the management of all the additional data generated by these new processes.
Whilst COVID-19 has showcased the relationship between technology and the HR function at its best, it’s only fair to observe that this positive interaction started a long time ago. The use of artificial intelligence (AI) for sourcing and screening talent, as well as video platforms for conducting interviews, are recognized examples that promote the benefits of adopting technology within the HR function.
A complicated relationship
This story is from the July 2021 edition of People Matters.
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This story is from the July 2021 edition of People Matters.
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