What are the benefits of new HR technologies?
Existing and new technologies help optimize work procedures and gain new business knowledge. It is essential for us to support our clients and candidates in the best possible way and to be able to obtain information at all times. Here, HR technologies add significant value. They enable us to react quickly to requests and to optimize the service in favor of our talents and clients considerably. We also want to make use of new technological possibilities in order to make contact with talents in a better way. This is becoming more and more critical in light of the competition in the talent market.
At the same time, new technologies also present challenges for HR. What does this mean for the HR management of the future?
The technological requirements, not only for HR management but for organizations in general, have been increasing continuously. It is clear that new technologies such as AI/robotics revolutionize the world of work and investments in this area have been increasing rapidly. The clients’ expectations are high. At the same time, it is necessary to adhere to the legal framework, to adapt internal processes and procedures and to guarantee the safety of the system landscape. With the demand for speed, a field of tension often develops. For HR, it will become crucial which organizations can master this transformation generally well and manage to deploy technologies in a targeted way. The pandemic and its consequences regarding the recruitment and onboarding of new employees have proved this point impressively. Despite this increasing importance of virtual reality, interpersonal interactions will remain important. Thus, it is essential to deploy the technologies available in the right place and to never lose sight of the human aspect at the same time.
Why has the implementation of new technologies only been progressing slowly and why is it rather difficult? Has this topic been neglected in HR management in the last few years or is there a lack of certain resources needed for the implementation?
New technologies, including those in HR management, must go with the existing systems of companies. At times, this does not make the evolution easy. The resources needed for the implementation should not be underestimated, but they are only a part of it. The way I see it, the challenge lies mainly in the fact that the implementation of new technologies often impacts entire value chains of a company. It only succeeds if it is supported by the highest company level and governed integrally across all areas, and if the employees are included.
Artificial Intelligence is on the rise/keeps getting more present in HR. What do you think of this? What are the opportunities for recruitment?
At Kelly, we call it the era of “Intelligent Staffing”. It is characterized by robotics, AI and personalized interactions with talents and clients. We invest specifically in appropriate technologies. This will enable us to tap new talent pools and to include people who are now excluded from the job market due to random or artificial barriers more easily. Moreover, employees must receive further education in new technical skills and be trained comprehensively. Companies that do not recognize this will have difficulty finding the requested talents in the future.
How does Kelly Services (Switzerland) AG motivate its HR employees to learn about new technologies and to continuously acquire new competencies?
Our advantage is that we are embedded in an international organization. This gives us the chance to consistently get insights into new tools that are in the testing phase and share these insights with our colleagues. Also, besides standardized trainings for new employees, there are platforms for the regular exchange about new technologies. Here, the challenges of the branch employees are discussed in open teams, solutions are presented and conveyed. However, there remains a lot to be done because adaptations and developments follow cycles that are getting shorter and shorter. This requires aligned planning, prioritization and participation of all management levels. Here, our digitization strategy helps us take all our employees along on this journey.
As a board member of swissstaffing: how could swissstaffing support the sector in the implementation of new HR technologies?
Of course, implementing the new technologies is up to us. Still, there is a need for representation of the sector’s interests towards politics. Problem areas where the legal framework needs to be adapted or where higher-level solutions such as the digital identity are needed must be pointed out. Furthermore, the association can evaluate new technologies and offer exchange platforms or opportunities for training regarding these.
Source: Swissstaffing. Our board blogs: The future lies in "Intelligent Staffing". Retrieved from: www.swissstaffing.ch