Advancing HR Technology Integration

In today’s world, human resources (HR) and technology go hand-in-hand. From managing the recruitment and onboarding processes to promoting job opportunities and providing training to new hires, technology plays an essential role in all HR functions. Many companies are already using artificial intelligence (AI) in their HR functions as well—and we expect this trend to continue throughout 2024 and beyond.

So, how can (and should) your company be integrating technology into its HR functions? More specifically, how can your company leverage HR technologies (including AI-driven HR technologies) to better achieve its metrics and long-term goals?

5 Ways Companies Can More Effectively Leverage Technology in Their HR Functions

Every company’s workforce needs are different. This means that their HR technology needs are different as well. With this in mind, here are five ways that companies can advance their HR technology integration in 2024:

• Choosing HR Technologies that Are Well-Suited to the Company’s Needs – There are many different types of HR technologies, and companies can leverage technology in essentially all HR functions. But, just because they can, this doesn’t necessarily mean that they should. When adopting new technologies, it is critical to assess your company’s specific needs as well as the specific benefits your company is likely to realize from this adoption.
• Providing Training and Fully Integrating New Technologies Into the Company’s HR Functions – Too often, companies purchase software licenses with the best intentions, but then they fail to execute. When investing in new HR technology, it is critical to ensure that you have a plan (and the necessary resources) to implement it effectively.
• Testing, Re-Testing, Auditing and Updating – When adopting new technologies, companies cannot rely on them wholesale. Instead, they must take a measured approach, testing and re-testing to ensure that their new applications work as anticipated. Companies should conduct periodic audits as well so that they can make data-driven decisions, and they should be prepared to invest in updates as their needs change and as new innovations render old technologies obsolete.
• Understanding the Capabilities (and Limitations) of AI – While AI presents unprecedented opportunities, it also presents a variety of risks for companies and their HR departments. If you have plans to integrate AI into your company’s HR functions, it is important to make sure you understand these risks before moving forward.
• Don’t Forget the Human Aspect of HR – When implementing new technologies, the natural tendency is to focus on the technology itself. But, particularly within HR, it is important to keep in mind the human implications as well. Not all job candidates and employees will be comfortable using new technologies, and adopting new technologies may mean conducting reductions in force or reassigning employees to different functions. These are considerations that companies cannot afford to overlook.

These are just examples; and, again, a company-specific approach is paramount to leveraging HR technology to its maximum effect. If you have questions about HR technology integration, we encourage you to contact us to learn more.

Schedule an HR Technology Consultation at AR Group

To schedule an HR technology consultation at AR Group, please call 720-452-3300 or send us your contact information online. We will make arrangements for you to speak with a senior consultant as soon as possible.