NOVEMBER 2020HR TECH OUTLOOK8In MyOpinionBy Sola Osinoiki, Senior Director Global People Technology, NaspersByHR Technology Trends and ChangesThe whole concept of people technology has become more mainstream with the advent of the Software as a Service (SaaS). The days of filing cabinets full of hard copy personnel files are behind us for most companies. Adapting to the new technology-driven reality has been slower in HR than other areas, but the global Covid-19 pandemic has accelerated the drive for digital transformation in HR. The existence of an HR Technology department has become mainstream, as the needs have grown from a general IT field to a specialized function. The rapid development of this specialized HR Technology function has enabled the usage of the ever-increasing flood of available data and sources, giving life to areas such as People Analytics. In fact, the reality is that the HR lifecycle has been evolving with the advent of technology. Now, we have the concept of employee engagement, which became one of the first real data-driven elements in the HR lifecycle. In some cases, we are seeing that once viewed as simple processes like Recruitment are being divided into smaller more specialized parts. Let's break it down; creating vacancies, internal versus external posting, writing job descriptions, sourcing candidates, interviewing, and evaluating candidates, online offers, to background checks and then finally onboarding. With the right (usage of the) systems, you can collect a large pool of data for every specific step in the process, which can be used to give vital insights to the business and improve our ways of working. Think of Diversity & Inclusion metrics, such as analyzing the amount of female candidates that go through a recruitment pipeline; relating the source of candidates to their tenure in the company to find the best sources; or measuring the time to fill a position to determine your recruiter's efficiency.
< Page 7 | Page 9 >