It is a transformational time for the human resources (HR) profession. Today's HR professionals often find themselves taking on more responsibilities while navigating the shift in employee expectations, staying compliant with changing regulations and advancements in technology. Keeping pace with it all is no small feat.
In light of the shifting socioeconomic dynamics and advancements in technology, the changes sweeping the profession show no signs of slowing, especially as the number of next-generation employees surpasses baby boomers in the workplace.
To remain competitive, today's employers need to adopt a multigenerational approach to workplace benefits, which entails providing workers with more personalized benefits and customized levels of support. As a result, the responsibilities required of HR professionals, and the skillsets needed to effectively do their jobs, are on the rise.
Underscoring this point, The Hartford's
The power of HR technologies
Employers are increasingly adopting HR technologies to help manage change, streamline processes, deliver data-driven insights, and enhance the employee experience. In fact, 82% of HR professionals surveyed said that HR technology has made it easier to do their job, according to The Hartford's research. The key, however, is effectively balancing the use of technology without losing the personal touch that HR professionals are accustomed to providing.
"Advancements in technology have significantly transformed traditional HR processes. The rise of human resource information systems (HRIS) and benefit administration platforms has helped automate many routine administrative tasks like benefits management, payroll processing, attendance tracking and compliance reporting," said Jason Canter, head of Group Benefits strategic data exchange at The Hartford. "Technology has made HR processes more efficient, data-driven and employee-centric."
More specifically, some key HR technologies currently being adopted by employers include:
- Human resource information systems (HRIS): This software centralizes employee data, automates administrative tasks like benefits management, payroll, and facilitates reporting and analytics.
- Employee engagement platforms: These platforms measure and enhance employee engagement through surveys, feedback mechanisms, recognition programs, and collaboration tools.
- Artificial intelligence (AI) and machine learning (ML): AI is being used in HR for various applications such as resume screening, predicting employee turnover, analyzing employee sentiment, and offering personalized learning paths.
- Employee self-service (ESS): ESS portals allow employees to handle HR-related tasks independently, such as updating personal information, viewing pay stubs, and requesting time off.
- Remote work tools: With the rise of remote work, HR technologies supporting virtual collaboration, communication, and project management have become essential.
While most employers surveyed (81%) believe there is a good balance between HR technology and the human touch at their company, more than half (61%) expressed concern that updated HR technology and systems may cause them to lose the personal touch they are used to providing.
"The considerable benefits that come with implementing HR technology should enhance, not replace, the human connections HR professionals thrive on in the workplace," Canter said.
Strike a balance
It is clear that, despite the benefits that HR technologies can deliver, employers must strike a balance between the use of HR technologies and the human touch. For example, The Hartford's research shows the human touch is important for helping employees navigate the benefits landscape, particularly when it comes to tasks that may require more empathy or support. Employers and U.S. workers differ when it comes to using tools powered by AI to manage benefits. The study shows 71% of employers would trust AI to make benefits recommendations for their employees. U.S. workers, on the other hand, would prefer to work with a person or use traditional digital tools to manage benefits or make a claim.
To help support employees while balancing the use of technology and the human touch, employers can consider the following:
- Personalize employee experiences: Use HR technology to gather insights about employee preferences, career goals, and benefit needs. This data can inform personalized interactions and support tailored experiences, ensuring that technology enhances rather than replaces individualized attention. Consider also providing employees with a point of contact capable of answering questions about their experience to ensure they have that connection when needed.
- Design hybrid work environments: Blend virtual and physical workspaces to accommodate diverse employee needs. Use technology for remote collaboration and communication, while preserving opportunities for face-to-face interactions through scheduled meetings, team gatherings, and social events.
- Equip managers with technology: Provide managers with HR tools that facilitate performance reviews, coaching, and recognition. Encourage them to use technology for tracking team progress, providing timely feedback, and fostering professional development discussions.
- Monitor and adapt: Regularly assess employee satisfaction, engagement levels, and feedback on technology usage. Adjust HR strategies based on insights gathered to optimize the balance between digital efficiency and interpersonal connections.
- Choose collaborative, knowledgeable experts: Every business' needs are unique. When looking to invest in HR technology to improve the overall experience, ensure you're "co-sourcing" by working hand in hand with technology partners, brokers and insurers that are well-versed in HR tech and capable of taking a consultative approach to find the best technology fit.
Take action
Leveraging the right HR technologies can help employers improve efficiencies, deliver data-driven insights into workforce trends and behaviors, and frees up valuable time for HR professionals to focus on strategic initiatives.
"HR technology can offer significant benefits to employers and their employees when implemented effectively. Platforms that integrate well with benefit providers can be especially effective in reducing the amount of time HR professionals spend administering employee benefits," Canter said.
This, of course, must be done while maintaining a balance between technology and the human touch.
