HR operations has, historically, been an afterthought for most organizations in regards to technology. They had the use of existing ERP programs, or emerging HCM platforms to track the humans at work. We saw Talent Management programs pop into the industry in the 2000s helping organizations track individuals progress towards their goals. But all of those programs and platforms were based on what the organization wanted and needed from the individual, but never addressed what the employee needed from the organization. ML and AI are common tools utilized by organizations to optimize internal processes such as their supply chain, operations, product offering and marketing efforts. We’re using the same optimization and technology, but turning its focus to listening effectively to humans.

Integration Of Technology

First is awareness through access to actionable data. Annual surveys are a thing of the past. According to the numbers, 40% of the people in the organization aren’t with the company any longer that answered those questions by the time the organization acts on them. But those surveys also lacked action putting all the onus on the HR team to derive insights and turn them into actions. With a lack of training in data analysis and available resources, HR teams struggle to put those surveys to use. With the enhancement of technology, organizations get a real-time feed of how people are feeling, where things are going well, and where there’s toxicity in the workplace. Second is transparency and accuracy. Adoption rates tend to be low for emailed surveys because the individuals never see how their responses are put to use, and let’s be honest, they are time consuming and easily avoidable, so they stop answering. They see it as one more thing they’re being asked to do, without getting anything back in return. Democratizing those results is key to keeping people interested in providing input. Third, is personal value. There is a safe way to democratize and visualize the data to protect the individual and their responses, while showing them how their personalities, motivations, and perceptions fit into the mix of the organization.

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