By James Coleman, Contributing Writer
For part one of this series, click here.
In a previous post, we discussed how HR software is continuously being improved to make our lives as managers and employees easier and more productive. Cloud solutions and digital transformation are radically altering our expectations and outcomes at work. Artificial intelligence (AI) and machine learning (ML) embedded within HCM software are helping organizations perform an increasing number of repetitive and routine tasks more efficiently, saving time while presenting more opportunities for employees to add value elsewhere.
While some HR tasks can be outsourced to bots entirely—resume sorting and benefits queries are just two examples—other basic tasks such as onboarding, promotions and transfers, and leaves of absence can be made intuitive and faster. Managers and workers can simply log into the system, get done what needs doing, and be on their way.
Begin with the Essentials of a Modern HR Platform
The key ingredient in your HR digital transformation is a broad solution set with functionality that supports all aspects of the organization on a common platform, including talent and workforce management. Administrators should be able to configure, manage, and personalize advanced business processes without relying heavily on IT. Integration with other applications—CX and ERP in particular—should be seamless and easily managed.
True digital transformation comprises everything from a consistent, personalized user experience across all devices to intelligent recommendations tied to career aspirations and work history. Secure access from virtually anywhere adds convenience and productivity. To the greatest extent possible, functionality should be intuitive and proactive, making frequent use of prompts and reminders. Chatbots capable of intelligent conversation leading to significant time-savings are a welcome bonus.
Navigating Automation’s Challenges and Opportunities
HR’s digital makeover complements other workplace trends happening on a global scale. Automation is at the root of much of this, with many experts concluding that the jobs lost to automation will be compensated for by the overall gains. The Brookings Institution reported earlier this year that “most jobs will change somewhat as machines take over routine tasks, but a majority of US workers will be able to adapt to that shift without being displaced.”
Globally, a World Economic Forum report projects a net positive in the number of core jobs between now and 2022, finding that “75 million jobs may be displaced by a shift in the division of labor between humans and machines, while 133 million new roles may emerge.” In light of such change, HR leaders must begin the process of future-proofing their organizations to manage the transition to a new world of work.
Future-Proofing Your Organization to Manage Change
Customer feedback tells us that today’s HR leaders are focused on performance management and career development in the near term, and that talent management continues to be a priority at a time of talent scarcity. Compensation management is another nearly universal need.
Five years from now, the priorities will have shifted. The workforce you have today may be very different from that of the future. The ability to adapt quickly will differentiate you from your competitors. The tools and technology to help you manage that differentiation can be found in a quality HCM cloud platform.
Learn more about what goes into a modern HR platform. Find out why Oracle HCM Cloud has been named a Leader in the 2019 Gartner Magic Quadrant for Cloud HCM Suites for Midmarket and Large Enterprises.