Skip to main content

Going Digital: Human Resource Management (by Kelli Doan)

Technology has now become part of an employee’s daily work and a new way of life. This transformation creates an all-in workforce approach, with engaged employees that make up a more diverse workforce. 

 

The Future of the Workforce

 

The workforce will continue to be diverse, with different generations constantly entering and exiting. There need to be new ways to achieve productivity while maintaining simplicity. Constantly upskilling employees in a way that appeals to them will contribute to productivity. 


  • Technology as an Enabler: New technology and products will continue to change how we work.
  • Embrace Disruption: “Change is the only constant.” 
  • Utilize Information Technology: Social media will always yield better and faster results.
  • Excellent Iteration: Projects develop at a fast pace to match evolving employees.
  • Expectations. Move quickly through development and constantly ask for feedback. Be comfortable with smaller steps and changes.
  • Delegate: Managers should not be doing all of the work. Employees should be trusted with responsibilities according to their positions.
  • Balancing Data and Intuition: Data and science should be used together with the human choice to make decisions. 

 

Reimagination of Work: 

 

Recruitment

 

The pandemic demands a lot from human resources. Managers have to support and maintain their departments and employees from home. There has also been a shortage of skilled and diverse employees in the workplace. To combat this, recruiters have started to utilize digital technology to take advantage of online opportunities. This consists of recognizing potential, avoiding risks, understanding digital tools, and using them effectively for recruitment. 

 

Digital recruitment needs to remain fair in order to ensure diversity. Many companies have automated the recruitment process by having individuals submit video clips and answer interview questions. Application management systems also automatically collect data from applicants. These systems create and develop job profiles to see if an applicant matches the job description. 

 

Further recruitment systems are being developed to improve candidate experience. Artificial intelligence is being used to create virtual tours of the workplace and location. Pre-recorded videos will also support and assist individuals with the application and interview process. Assessments will assess the potential of candidates and predict the success of their future roles within the company. 

 

Performance Management

 

Performance reviews can be nerve-wracking for both employees and managers. There are so many digital opportunities available or being developed that take stress and anxiety into account for relief. A system of continuous performance management analyzes employee work digitally to create assessments that are tied to the role, and annual performance has resources for difficult conversations, gamification features, and tools for team management intertwined with daily work. 

 

Employee Satisfaction 

 

Employee expectations have evolved, and it’s important to be engaged and involved in the workplace. This is more difficult in an online or remote workplace, but technology can help with communication. 

 

Old methods of surveying are expensive and slow when compared to digital technology. It can provide insight into employee behavior. Companies are changing this by digitally monitoring employees’ feelings. There are internal chat platforms that monitor conversations between employees that see if any problems emerge during work. There is a delicate balance with recording digital employee conversations, but transparency between the company and employees helps to ensure that there are no problems. 

 

Human resource managers are now expected to find ways to make employees happy. Only 30% of employees believe that their HR department helps them perform. This wave of technological development is predicted to improve company culture, increase financial performance, improve diversity, and allow for the maturation of succession within a company. Ensuring that employees are acknowledged even in a digital environment can help with employee satisfaction and retention. 

 

For Thoughts

 

The willingness to change and adapt based on changing expectations and technology makes a company worth working for. Employees want to feel engaged and involved in their work. Making the workplace a better environment for them can improve productivity and retention. Technology is helping to make this possible. 


Do you agree with my assessments? What impacts will technologies have on HR operations? 

 

References

 

Digitalization in human resources: Is there any substance to it? DMEXCO. (n.d.). Retrieved on October 31, 2022, from https://dmexco.com/stories/digitalization-human-resources/

 

HR's role in leading digitalization. Gartner. (n.d.). Retrieved on October 31, 2022, from https://www.gartner.com/en/human-resources/trends/raconteur-digitalization-article

 

Shrm. (2019, August 16). Translating the HR digital revolution to everyday work. SHRM. Retrieved on October 31, 2022, from https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/pages/translating_the_hr_digital_revolution_to_everyday_work.aspx 


The picture was downloaded from https://www.naukrirms.com/blog/five-changes-in-hr-due-to-technology/  

 

About the Author


Kelli Doan is a third year student at Cal Poly Pomona studying to complete a Bachelors of Science in Hospitality Management. Her main focus is Event Management, with a minor in Human Resources. Kelli has a passion for the development of student leadership and works with students as President of the National Society of Minorities in Hospitality and as a Student Success Ambassador. She has experience in the food and beverage industry as a server and cook, but is looking for more opportunities within human resources and advising. Her main belief is that work in the hospitality industry requires selfless individuals who sacrifice themselves in order to create the guest experience.  

Comments

Popular posts from this blog

Luxury vs. Millennials and Their Technology: The Ritz-Carlton (By Julia Shorr)

Embodying the finest luxury experience, The Ritz-Carlton Hotel Company, LLC has been established since 1983. In 1998, Marriott International purchased the brand offering it more opportunity for growth while being independently owned and operated. They are known for their enhanced service level as the motto states, “Ladies and Gentlemen serving Ladies and Gentlemen”. The luxury brand now carries 97 hotels and resorts internationally and is attempting to keep the aspects of luxury while keeping up with the trends of the technologically improving generations. The Varying Demographics of the Target Market The Ritz-Carlton’s typical target market includes: business executives, corporate, leisure travelers, typically middle-aged persons and elders, and families from the upper and upper-middle class section of society .   This infers a large range of types of travelers in which all are similar in that they are not opposed to spending extra for the luxurious ambiance. However, with

The challenges of SB 93 (California Senate Bill No. 93) will impose on the employers and their human resource management team (by Brittany Schaffer)

The COVID-19 pandemic started in early 2020, and it has caused massive changes within a short period of time. One of the most rememberable effects of the COVID-19 pandemic was that businesses had to come to a complete halt, forcing them to lay off employees. California's unemployment rates went up.  Now that the stay-at-home orders have lifted, people start to come out. Businesses are now reopening, looking to rehire their laid-off employees. Before the pandemic, employers had the option of recalling only a certain number of laid-off employees they would want to rehire based on employees' job performance. That option had been changed after Governor Gavin Newsome signed into law - Senate Bill 93, which went into effect on April 16th, 2021. The California Senate Bill No. 93 (SB 93) According to SB 93, companies in specific industries, mainly the hospitality industry, have the obligation to provide job opportunities in written form to qualified employees being laid off due to COVI

Want to win in future competitions? Invest in data-driven decisions now

Speaking of the permanent changes in the hospitality industry, many people will probably agree that demands for “bleisure”/“work-from-anywhere” travel and contactless self-service will continue to grow in the near future. Not everyone, however, realizes that data-driven decisions will become a key driver for growth in the industry, which has already affected how we do business now.   Automatic service enables businesses to capture more operational and consumer data for business decisions   One advantage of using automatic service comes from its ability to spontaneously capture and store real-time operational and consumer data for additional analysis. In the old-time when businesses still relied on workers to serve customers, operational data were collected usually through careful book-keeping, documentations, and observations; consumer data through market research were often limited to their perceptions, behavioral intentions, or past experience.     Now that automatic service is provi