Digital-HR: How Technology Affects Team Management
Evelina Brown

Automation is an increasingly expansive global processes. The spread of automation will lead to changes everywhere, including in HR.

Today HR departments are forced to rewrite the rules, and experiment with digital tools. Digital HR is built on a foundation of innovation and research. The structure of the HR department is poised to change as well.

Historically, the HR team was engaged in training, assessment, HR administration, and corporate culture. Today recruiters are preoccupied with new technologies, and creating new products and systems for team management. They often develop mobile applications for employees and employers, including various dashboards (interfaces displaying real-time data (KPIs) concerning HR goals.

All these allow HR teams to engage in planning and setting goals with a perspective of one to three years or more. At the same time, changes in corporate culture require the use of new communication channels.

How Does Technology Affect Team Management?

Experts believe that digital transformation will completely change the way HR departments operate in the next few years.

Digitalization eliminates routine HR processes, brings all areas of the department's work to a new level. Today the most demanded areas in HR are analytics, HR data, special mobile applications, and their adaptation to the work of employees.

In addition, young specialists play an essential role in shaping the corporate culture. Professionals who can build the necessary internal corporate communications, as well as those who can train the inflexible management team will be in great demand shortly.

  • Automated research on candidates
The work of a recruiter can be significantly simplified with the help of modern technologies, especially by implementing automated research on candidates. A huge number of services have been developed to provide HRs an opportunity to transfer CVs to the database, send letters to all candidates, post a vacancy on all job portals, process incoming resumes, generate and send feedback.

Moreover, if we talk not about recruiting automation but the use of various software for hiring, the evolution of technologies has made a significant contribution to the development of digital HR itself. For instance, today we can find not just a job advertisement written in plain text but a full-fledged high-quality video edited by some advanced software like iMovie for PC..

  • Automated communication with the candidate
If we talk about digital HR in the process of communicating with a candidate just before the interview, then chatbots are the most popular here. Modern messengers help to create and customize chatbots based on artificial intelligence. They conduct the initial screening and thereby save you a lot of time.

AI recognizes speech and can maintain a dialogue with the candidate, answers the applicant's questions about the vacancy. Moreover, the program asks the necessary questions and records the replies; determines stop-factors in the candidate's speech, and, in case of successful communication, invites the job-seeker for an interview. That's cool, isn't it?.

  • Technology and corporate training

A new generation of corporate learning tools has emerged, and companies quickly mastered them.

These include the so-called experience platforms, the next generation of microlearning programs, advanced learning management systems, and artificial intelligence systems that recommend programs, find them, and enable the process.

Don't forget about VR training as well. Furthermore, companies are already buying training systems that empower employees to publish and share training materials without any HR effort. Everything moves into digital space.

  • Digital HR and feedback
Productivity and employee involvement in the work process remain the main objectives of team management. The engagement research market had been stagnant for several years. Today it's a developing world with real-time polls, sentiment analysis software, organizational network analysis tools, and systems that automatically ask colleagues for feedback to ensure ongoing learning.

Digital HR has initiated a new way to collect feedback, has improved systems of analysis, and recommendations based on artificial intelligence, assessment of organizational culture. The technologies can be bought from startups — developers of ERP, human resource management systems, and new integrated performance management systems.

  • Self-service technology
In terms of team management and digital HR, it concerns platforms that are focused on the needs of employees. Typically, they allow employees to access and manage their payroll information, vacation requests, and other information.

Recently, a voice application has been presented that permits employees to inquire about vacation accruals; provides information on how to stay productive at the workplace, and even compliance training.

  • Collaborative automation (cobots)
The constantly growing flow of information and tasks, the involvement of numerous participants in business processes, and the emerging opportunities for remote access to corporate information create an increasing need for organizing joint work amongst employees counterparties and partners.

That's why such remote collaboration systems have resonated with digital HR. They provide access to files and documents, delimiting the roles and rights of cooperators. Prioritize the tasks of working on documents, tracking versions, and allow real-time cooperation among participants.

  • Performance management
Continuous performance management is possible. It works and can transform your company. We are not talking about the abandonment of the qualification assessment, rather, about the formation of a new, permanent process of setting goals, coaching, testing, and feedback.

Despite the tremendous success of cloud-based HRM systems in the market, most of them don't have a comprehensive solution to this problem. Thus, you will have to buy new products to resolve the issue. And these new team-oriented tools are likely to become the future market leaders.

The global goals of any HR department always remain unchanged: to attract the most talented employees, to ensure and maintain their loyalty, involvement, and satisfaction with the help of a comfortable environment and promotion, and to get the result in the form of great task performance. The methods change only. And they don't appear by chance: society itself dictates the rules. Follow socio-cultural trends, notice trends, and instantly apply them in your company, and the love of employees won't keep you waiting.

HR professionals used to wait for tech companies to develop something and only then buy and implement it. Today, recruiters are innovators. Digital HRs are regularly experimenting with new performance management models, new learning strategies, new methods for recruiting and training people. Then they find available developers and make an order. Digital HR is forcing HR technology and team management to improve faster than ever.