Lights and Technology
03 April 2022

5 Technological Trends in HR

The world has changed, and changing behaviors will permanently transform the future of work. It is therefore essential that HR departments and recruitment teams keep abreast of the latest technological trends in human capital management, so that they can adapt quickly to new labor market realities.

By Teresa Lopes Gândara Human Capital from Noesis 
The world of information technology (IT) is experiencing times of enormous transformation. Change is an integral part of the market, and we all have to adapt quickly. The work world has undergone significant changes, from the way of working, through the different needs of workers, to the structural reorganizations of the business. 
In Portugal and the world in general, there is an excellent dynamic in attracting talent, especially in the IT sector, which causes growing challenges in recruitment. Organizations are increasingly demanding in the profiles they recruit, mainly looking for resources capable of being agile and adapting quickly to the constant innovations in the sector. At the same time, there are also changes in talent management, which require a more significant effort on the part of organizations and the need to develop new strategies to remain attractive in the market. 
If in the past remote work was a reality that was not yet widespread in the routines of organizations, now it's a reality that crosses all employees, present, and future. In this new context, the importance of initiatives to integrate new employees (onboarding) has gained even greater prominence, as has the concern to support their physical and mental well-being. And proof of this is that trends have long pointed to new concepts such as diversity, telecommuting, and well-being at work. It's in this context that we identify the main technological trends for the Human Resources sector: 
Although this concept isn't recent, it's increasingly relevant. It's essential to bet on the use of specialized systems, which aggregate information regarding employees so that managers better understand the role of each one in the business. 
Likewise, collecting and analyzing data focused on People Management helps to understand talents individually, evaluating them. In addition to measuring performance, people analytics also reveals skills and behavioral profiles, allowing managers to access valuable information they can use in the recruitment and selection process and individual career development programs. 
In addition to bringing benefits concerning professionals who are already part of the company, this is also one of the most effective ways to improve recruitment and selection processes, finding candidates that perfectly match the vacancy. 
These two trends have intensified even more in the post-pandemic period. With a growing concern to promote diverse work environments, where there is space and equality for people of different cultures, ideas, ethnicities, experiences, physical conditions, genders, and ages, organizations have sought to include them in their business strategies. 
Organizational diversity is opening doors for people equally, breaking old hiring stereotypes. According to a study by McKinsey & Company, one of the positive aspects of diversity and inclusion is that it increases the likelihood that employees are more creative and innovative by 152%. 
In this sense, to further strengthen the culture of diversity and inclusion, organizations have been restructuring offices to be more accessible to everyone and reviewing internal policies to provide all employees with the same career development opportunities. 
This is a relatively new concept. The employee experience has its primary objective to guarantee employee motivation, improving their experience in the work environment throughout their "journey", contributing to the retention of talents, reducing turnover rates, and increasing the sense of belonging between talent and organization. 
Some of the axes of action include: more flexible work policy, physical, technological and cultural company environment; attractive office; benefits package more suited to the target audience's ambitions. Motivated professionals who feel comfortable produce more and generate value for the business. 
Digital tools based on artificial intelligence (AI) will be a great asset to Human Resources in 2022 to make internal processes more automated and efficient. 
AI can also be used in recruitment processes and candidate selection, allowing for a more remarkable ability to pre-screen candidates. These processes will also facilitate the focus of recruitment teams and a better alignment between candidates and the organizational culture. Reducing bureaucracy, optimizing the process, and reducing the recruitment cycle will benefit from adopting automation tools and using AI. 
One of the most talked-about topics since 2020. With the creation of home offices, there are large volumes of data and confidential information to be uploaded on the network, so cyber security concerns should be a priority. In the context of Human Resources Management, topics such as managing salary receipts, managing employees' data, or sending messages in corporate chats should be at the top of concerns. This data cannot be compromised, so it's essential to provide organizations and Human Resources management software with adequate and effective cybersecurity tools. 
Posted (in Portuguese) in Human Resources Portugal