The workplace and the people management technologies
#SSSUAE24
Caption: Lilit Hakobyan, Rass El Khaima
Proservicel has been cooperating with the Seaside Startup Summit since 2018. On February 26, 2024 in Ras al Khaimah, UAE, Lilit Hakobyan, Founding Director of Proservice, addressed “The workplace and the people management technologies.” Here are some highlights of her presentation:
- The world of work is undergoing massive changes due to global conflicts, COVID, rising energy costs, as well as technological advancements and increased automation. Employee needs and preferences are also evolving, focusing on flexibility, work-life balance, culture, and healthy environments. While employers are facing talent and skills shortages, HR should find solutions to the mentioned problems and put into practice strategies to enhance employee experience, company culture, and employer branding. There’s a growing emphasis on reskilling and upskilling to adapt to rapidly changing work environments.
- HR technologies are seen as tools to streamline admin-heavy HR tasks, particularly in data collection and personnel administration. In fact, the value of HR technology is quite high in some aspects of organizational learning, recruiting, employee recognition and other. However, the short-term benefits from technology need to be translated into long-term outcomes and business value. Although automation of many tasks (almost all HR mechanisms of the employee life cycle) can be efficient, it is too early to talk about their effectiveness. An example is an applicant tracking system that provides quick and comprehensive solutions in finding suitable candidates. However, many companies have faced shortcomings associated with tech-based recruiting platforms that often miss out on qualified candidates. Another example showing a limited value to the business is a company with a well-functioning HRIMS that inter alia facilitates the time-consuming off-boarding process but fails to analyze the information to identify the main reasons for leaving the organization and taking preventive measures to reduce the staff turnover.
- AI, including chatbots, can fill the skill gaps by assisting with tasks like text compilation and personalized tutoring. However, it may pose risks such as providing inaccurate answers and potential privacy concerns. HR along with other functions in the organization must establish safeguards and guidelines for AI use and exercise extreme caution in people-related decisions like recruitment and performance evaluation. Beyond automating tedious tasks, building data-rich technology platforms will help organizations stand out in creating value for the business.