Businesses of all sizes need a Human Resources function, as effectively managing employees takes a large amount of administration and yes… skill. With the changing times and the advent of better, more accessible technology, the HR process is beginning to change as well.
The old way: Employees would set goals at the beginning of the performance year. These goals would then be approved (or not) by the Leader. Sometimes… and I do mean sometimes, a mid-year review would serve to check in on progress. And finally, a year-end review would take into account the completion of these goals when determining a pay raise, promotion, and other career-considerations.
The new way: While employees still set goals at the beginning of the year, these goals are now aligned with the objectives of the company itself. Goal achievement is linked to collaboration – that is, teams and individuals helping and supporting one another. Well-trained management will check in consistently -perhaps daily, or weekly – in order to gauge the progress of goal completion. With new HR program technology, daily face-to-face meetings aren’t needed as instantaneous communication can be achieved online. This continuous feedback will allow goals to be completed in a timelier fashion, but will also help solve problems and course-correct performance issues much more quickly and efficiently.
While year-end reviews can highlight weak areas an employee may have had of the previous year, it is often too late to fix. In fact, the employee may have continued doing something the wrong way, lacking the feedback needed to change their approach. Year-end reviews are less about improving the employee, and more about finding grounds to justify the rewards. Gone are the “One-And-Done” feedback days blog link.
Antique-Tech: HR technology was only used at the end of the year review.
Current-Tech: Feedback features are used on a daily basis, and not only to review an employee’s work. More and more, companies are discovering continuous feedback and regular communications is in fact, a retention strategy.
Future HR tech will have the ability to measure stress levels in order to ensure no employee becomes overwhelmed, and will be able to monitor health and fitness routines to keep an employee active, all of which are crucial to a business’s success. Embedded learning programs – data built into the technology that allows an employee to search for data-points, are allowing employees to learn on the job and continue their work with only a minimal pause. This leads to more expedient and efficient workflow, and therefore more goals being met.
The old way: If an employee didn’t know how to do something, or simply wanted to learn something new, they would need to receive formal instruction – i.e. take a class – in that skill. This would involve taking time away from their regular work, which would reduce productivity.
The new way: The aforementioned ‘embedded learning’ modules allow employees to quickly and easily access information relevant to their job. If an employee is attempting to complete a task and finds they lack a certain bit of knowledge of how to do something, they can access some form of instruction – a video, list of steps, diagram, etc. – which is included in the HR tech. There would be no need to seek outside sources, whether a person or internet solution, as everything needed to complete a job would be embedded right in the company’s HR software. This would not only allow an employee to continue to work productively, but to increase their competencies as well.
It’s a new era of HR technology and practices. Companies must adapt, or risk falling by the wayside. Software that amalgamates the tools, accessibility, and communication needed to consistently offer feedback to employees is integral.