Insights to Look Forward to from SHRM Tech APAC 2019

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In the era of everything-digital, the only way forward for organizations is to build strong technological armor for their people functions. As media partner for the SHRM HR Tech APAC Conference 2019 this May, HR Technologist will have eyes and ears on the panel discussions and debates by thought leaders at the event to bring you all that you need to know about the trends dominating the evolution of HR tech.  

The HR function has traversed a long journey from being an administrative partner to becoming a business partner and finally to carving out a niche as a strategic partner for business. Through the trajectory, what has also changed is the nature of action to be taken by HR. There has been a clear shift from the reactive and prescriptive to the proactive and predictive. With the business and talent landscape changing, HR needs to wear the protective gear of technology to navigate the present dynamic, digital, and disruptive environment.

Is the age of disruption now, or are we at the end of a disruptive cycle, recuperating and realigning ourselves before the next cycle of disruption is upon us?  While that may be a question we ask ourselves repetitively, often without a clear answer, let’s focus on what HR can do to embrace the latest tech trends, further the employer brand, and improve the employee experience.

Irrespective of where we are in the cycle, what has been stressed upon (and not without reason) is the role that HR needs to play to ensure that the organization can adapt, evolve, and lead. For the HR teams to be able to play this crucial role, organizations need to ensure that the teams that manage human resources have all the technological resources that they need.

How are organizations and vendors preparing for and leading the latest trends? The SHRM HR Tech APAC 2019 has an action-packed itinerary. Here are a few conversations that you should watch out for.

The Devil’s in the Data

We live in a world that overwhelms us with massive volumes of data. But data is useless – without the right interpretive tools, that is! If an HR team is not equipped to make sense of data, all of it is just piles, towers, and clouds of gibberish.

For example, knowing that in a Slack group of graphic designers, the unhappy face emoji was used 49 times over the last two days is meaningless unless you correlate it with a general mood of unhappiness in response to a new process that was introduced the week before. With the right training, however, HR can build information out of data and maybe suggest a workshop to smoothen the shift for the employees.

Technology is the bridge that can help HR get substantial, tangible information out of all the data. With the tools and artificial intelligence (AI) algorithms that allow easy access to a world of information, HR can humanize and consumerize the organization’s culture and employer brand.

There are tools today like UltiPro Perception and AlphaSense that can help HR tap into data to understand the collective mood or conversation within an organization and then build a people system that is, in fact, for the people.

Remember, however, that having access to vast volumes of data comes with the pressing need to manage data security threats. The session on Real and Present Danger – Coping with Malware, Hacks and other Cyber Threats at the SHRM HR Tech APAC 2019 aims to help organizations address these concerns.

Learn more: How Can Big Data Transform Human Resource Management

Decoding the Human Capital Challenges of Tomorrow

Technology leads to leaner processes. But how can we prepare for and adapt to these processes better?

“In a 2015 report, the Society for Human Resource Management identified employee engagement, talent retention, competitive compensation and developing the organizational leaders for tomorrow as major human capital challenges,” points out Achal Khanna, CEO at SHRM India and Business Head, MENA & APAC.

This was three new iOS updates and Game of Thrones seasons ago. Still, we find that the mentioned facets continue to remain primary challenges for organizations world over. However, the context around them has changed.

Essentially, the work-worker-workplace universe has undergone major changes. With artificial intelligence available to take over most of the high-frequency, low-value tasks, HR and employees can now find more time to engage in those aspects of work that they find meaning in and can add value through.

Now there are recruiting chatbots to upgrade the candidate experience, HCM suites that help manage leaves, meetings, and payroll processes, personalized and optimized AI-enabled rewards and recognition systems, and learner experience platforms that have changed the HR landscape forever.

The session on The Artificial Revolution: How Organizations Need to Prepare for AI at the SHRM HR Tech APAC Conference will address how AI can revolutionize the workplace in addition to some of the challenges surrounding this technology.

Employee engagement is a queer challenge. Facets around it change more dynamically than any other aspect that HR needs to deal with. This is probably because engagement is ruled by affect (emotion), and individual and collective emotion is volatile and complex – always moving, ever-changing. Being able to tap into the emotional connect of the worker is something that the   HR can now practice with the new tools at hand. It is now possible to personalize engagement initiatives and strategies in a way that appeals to each employee with tools like Xoxoday’s engagement offerings.

Attend the SHRM HR Tech APAC session on Leveraging Technology for Engaging Large, Dispersed Workforces to understand how you can upgrade to smarter engagement strategies.

Learn more: AI in Human Capital Management (HCM): The What, Why and How

An Eye for AI: Tech Tools for a Healthy Workforce

The present mixed generation of employees expects a unique experience from their work, and it is HR’s challenge to live up to this expectation. We live in a hyper-connected time in history, a time where collaboration is key across geographies between individuals, disciplines, humans, and AI.

Advanced machine learning (AML) tools aid predictive analysis and improve the organization-talent relationship. AI-powered platforms like PhenomPeople.com make the process of discovering, engaging and retaining top talent more humanized and communicative.

Frontrunners like Google, Apple, and Microsoft have been warming up to wearable technology in all devices, which ensure that employees stay connected. Wearable tech also provides organizations more opportunities to listen clearer, motivate deeper, and engage better.

Learn more: How Mobile Apps Can Improve HR And Employee Engagement

In Summary

While being ever-connected to work with anytime-anywhere access, the flip side brings in the question of a healthy work-life blend (not just balance) and wellness. As we learn to adapt to tech leaps, we also need to learn to collaborate effectively with technology in a way that enables us to add more value to our lives and to the work we do. How this equation is balanced will strongly influence the employee experience.

Tune into the SHRM HR Tech APAC session The [EX] factor: Why Employee Experience should be the biggest concern in 2019 to know more about the upcoming trends around improving the employee experience.

Do you want to know what the next big thing in HR technology is? Are you keen to understand what a few organizations are doing right to ride the tech wave? Click on the banner below to register for the SHRM HR Tech APAC 2019 to gain access to live insights from industry experts.

Register with the promo-code FRB_1905 (for international delegates, please use the promo-code FRBI_1905) and get a discount of INR 3,000!

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