Trends and Impacts of Digital HR

Trends and Impacts of Digital HR

Many companies have already switched to a more digital system for various work sectors among their departments, and this includes Human Resources. For a long time, HR has always been thought to be more of a human job, thus requires HR managers to do various tasks manually with as much human contact as possible. But this might not need to be the case. While an HR manager is still welcome, the use of solutions or platforms could help streamline and perhaps improve many of the processes.

The Trend of Digital HR Activities

69% of companies in the US believe that Digital HR is becoming an important aspect of a company. Over 83% of Southeast Asian companies agree. Of course, these would include:

  • Using crowdsource recognition data to substantially increase performance review accuracy
  • Using AIs to better improve multiple aspects of HR
  • Digitalizing or using online recruitment platforms to streamline hiring processes
  • Doubling down on people analytics efforts to get better employee data

Many more trends, of course, exist such as using onboarding platforms, networking with employees, and using an employee’s digital work signature to monitor their performance. However, among the many digital initiatives one could apply to the office, how will it impact the behavior around it?

The Impact of Work Culture

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A company’s work culture is something very valuable and one might even say that it is what defines the soul of the company. With something corroborated so tightly with HR, it will also be affected should a more digital HR system be implemented. Be it for automation of employee data, recruitment or even onboarding, companies have been known to even go to the length of redesigning their whole organizations. And such lengths are undergone for the sake of adapting to a more digital business model.

The main impact on a good digitalization of your HR processes shouldn’t simply be to streamline processes (although it is part of it), but to also improve retention rates of your employees. After all, the reason you ease HR processes is to ease your HR managers to keep your employees cared for and satisfied with your company.

Why Digital HR is Helpful to the Company Culture

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During a survey, it was found out that only 72% of the respondents do not understand their company culture that well. Although this seemingly feeble, it may eventually lead to a breakdown on a psychological level. Many employees undergo the provided work culture without knowing any better. In the meantime, they might not know that they’re subjected to something bad at all and thus stay silent while their stress builds up. This could result in an eventuality of employees resigning or relocating.

Digital HR Use for Welfare Management

With the shift in how welfare management is being approached, a Digital HR could help in this regard. The current shift in trend, that HR practitioners are starting to look into and prioritizing the employee’s mental health as well as physical. This could benefit highly from a proper two-way communication.

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A Digital HR not only helps with creating a more efficient environment but communication as well. An instantaneous feedback or survey system can easily help HR managers and the employees reach a better understanding of how the company culture should be molded. By doing so, it is expected that it would help to create a true two-way communication and, in turn, create a more stable environment and culture to maintain the mental well-being of the employees.

Benefits of a Digital HR System

A digitally-enabled HR system would create a much more improved work environment for your employees and managers alike. Such improvements would include:

  • Innovating and Streamlining Processes would help transform time-consuming administrative tasks.
  • Providing Data and Analytics to process more accurate and detailed employee information within all HR activities would help improve decision making.
  • Improving the Workplace by digitally-enabling the work environment would help employees become more flexible and efficient.
  • Providing Instantaneous Feedback and Service to your employees would help them and HR managers collaborate to create the ideal culture to increase their retention rates.
Toughest HR Challenges for 2019

Toughest HR Challenges for 2019

With the drastic changes over the recent years, it is undoubtedly true that we cannot simply take a look and approach HR as we did at, for example, 2015. While in the previous article we mentioned a bit of welfare management through solutions, this article will aim to address more overall toughest HR challenges in 2019. Among others, matters such as the big shift to caring for employee mental health, compliance, and workforce planning will be addressed.

Matters of Compliance

Since HR first became a department, the compliance and retention of employees had always been a struggle that must be kept in mind. And 2019 is no different. Albeit throughout the years, more and more common solutions and initiatives are provided such as flexible working and unlimited holiday, it still would not be enough. This is especially so, considering the rise of the millennial workforce and after the events of the #MeToo movement. While companies in the United States must now dance around laws regarding marijuana use, below are two more universal challenges.

Development of Employee Handbooks

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It shouldn’t be a surprise that in a matter of compliance, a handbook is essential to help your employees understand what is right and wrong. However, in this shifting disruptive era, it is becoming a challenge for companies to provide said information through a handbook. While that in itself is a momentous task, to create a handbook that is efficient and easy to digest, it is still an essential task nonetheless. And the vital things to update within your handbook frequently would include:

  • Equal Employee Opportunity
  • Fair Accommodations
  • Leaves and Absences
  • Equal Pay and regarding Pay Discrimination
  • Weapons Within the Office
  • Smoking and Health Regulations

Employee Leave Management

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Leave laws that frequently change have always made it hard for employers to determine a comfortable protocol to determine the paid leaves of the employees. Dealing with this, employers and managers alike should study and determine which laws and regulations their company falls under and how to properly document leaves. 2018 made great strides for paid leaves with family-friendly leaves such as the ever-rising in popularity, paternity leaves.

Matters of Retention

Problems mainly caused by the disruptive era and an increasingly competitive labor market, retention problems are always a titan to handle within HR and will continue to be so in 2019.

Benefits and Wellness Management

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Offering the right benefits are a puzzle and there can never be a true silver bullet of benefits as, while some benefits work for a certain company, it is not ensured that it works for another. And that dilemma is why it is vital to periodically check on the beneficial use by the employees. Consider redesigning or changing the least popular benefits until you make sure your investments within them are worth it. Below is the list of benefits rising in popularity besides the obvious (such as annual paid leave and health care insurance):

  • Paternity leaves
  • Paid leave to volunteer in charities
  • Exercise incentives (such as gym memberships or paid leave to enjoy outdoor activities)
  • Student loan/debt reimbursement
  • Telecommuting
  • Remote work
  • Stress management programs
  • Casual dress code

Dealing with Impostor Syndrome

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Impostor Syndrome is something that you get when you combine the workplace with anxiety, to have high anxiousness and feeling of failure despite evident success. With nearly 40% of the cause being self-doubt, this is a seemingly trivial problem that might cause damages within the workforce. It is something that is thought by many such as Fast Company, TIME, and Forbes to be quite the big deal.

It is debatable whether this syndrome is beneficial or not to the office, but it is most definitely not beneficial to the employee. However, if some way, the office is able to help deal with this mental affliction, to help encourage and reward the good work of good employees, it might just lead to a happier worker. And with the employee being happier in general, it will lead to better loyalty and higher retention. Especially with the younger generations that are more prone to mental health disorders.