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The future of HR is immersive

The future of HR is immersive

The change in human resources

The role of human resources has changed drastically in recent years. Once perceived as a dusty administrative area, the Covid-19 pandemic has highlighted the importance of HR management for crisis management and employee retention. Philipp Kruse, Human Capital Manager at Deloitte Consulting, emphasizes that the HR function must undergo a change - away from pure processes towards a partnership-based advisor on an equal footing with the company and a service-oriented contact point for employees. Policies will always be an aspect of human resources, but they should be designed to be as user-friendly as possible - and this is best done with the help of technology.

Digital development in the HR area

The last few years have made it clear that in many places there are major weaknesses in the way human resources are set up in terms of organization, processes and digitalization, which is now being increasingly worked on. The HR study “This is what the digitalization of human resources work is like in 2020” shows: Around a third of those surveyed name the digitalization and automation of human resources processes as the biggest challenge for HR. At the same time, many respondents complain that important strategic areas such as personnel development, employer branding or network maintenance are neglected in everyday life. The reason for the short amount of time is usually the high administration effort. And this is exactly where the digitalization of HR processes can help.

The advancing digitalization not only includes a wide range of options for automating administrative HR tasks, but above all opens up opportunities in the recruiting area in order to efficiently attract suitable employees.

The advantages of digitalization in human resources

The impact of the digitalization of HR processes is great. Even if implementing new software and adapting processes initially costs time and resources, companies benefit massively from it in the long term. This can be seen, among other things, in the diverse advantages:

1. Efficiency and quality: Standardized tasks can be completed faster and more accurately, increasing the quality of HR work and minimizing errors.

2. Capacity gain: Automation leaves more time for strategic tasks such as personnel development and employer branding or other areas that are otherwise neglected.

3. Employee satisfaction: The uncomplicated handling of HR processes as well as the possibility of flexible working contributes to employee satisfaction.

4. Agility and competitiveness: Companies are becoming more agile, future-proof, efficient and cost-saving.

5. Better data processing and optimization: Digitalization enables better collection and evaluation of data, which enables more targeted action and process optimization.

Digital development in recruiting

Digitalization also has a strong impact on the area of recruiting, as nowadays most job searches take place online and young applicants are used to digitalized processes. In times of prevailing skills shortages, companies have to adapt to this in order to remain attractive. Efficiency can be increased by specifically approaching potential candidates via platforms such as Google, LinkedIn and Facebook. Targeted campaigns deliver reliable results and speed up the hiring process, saving time and resources. In addition, the entire application process can be automated for maximum efficiency.

The practice: HR software as the key

Especially in times of the “war of talent”, i.e. the fight for good workers, it is extremely important to bundle your own skills efficiently and stand out from other companies. There are already various HR software programs that can help with this: be it for precise personnel planning, on- and offboarding, personnel administration, payroll accounting or recruiting. According to the HR Software Report 2021, over 90 % of all companies already use HR software, most of which are used for individual areas, such as evaluating employee satisfaction or personnel development.

There is still great potential, particularly in the area of recruiting. Especially here, with the growing automation, it is essential not to lose sight of the individuality of each applicant. Digital interactive processes are particularly suitable for this, enabling an ideal balance of automation and personality. There is also the option of comprehensive data analysis to realize process optimization.

Conclusion: The HR revolution is underway

Digitalization and automation in the HR area open up new ways to increase the quality of work, make employees happier and position companies more competitively. The focus on strategic tasks is increased while administrative tasks are completed more efficiently. In a time of rapid change and, above all, a shortage of skilled workers, adapting to these new technologies and working methods is essential in order to optimize processes and shape the future successfully.