Human Resources (HR) has always been a focal point for organizational success, from recruitment and onboarding to employee engagement and compliance. HR professionals have always been expected to be the critical drivers of organizational success – ensuring that the business runs smoothly and effectively. However, over the last ten years, HR/People and Culture has experienced what can only be described as a huge transformation. The HR practice has evolved as a result of technical advancement, globalization of talent, and the rise of remote working.
Today’s world of business has changed dramatically, leaving HR Leaders frustrated with having limited time to deal with paperwork and administrative tasks, rather become more strategic partners for organizational growth with developed, people-centric policies and modern HR systems/tools. A look into the evolution of HR and how Technology will be the catalyst behind a substantial change for HR with People/HR Models and Practices.
1. Remote Work and Global Hiring
COVID-19 hastened the process of remote work, and what’s now an accepted part of the modern workplace was at once a temporary measure. Remote work has also opened the doors for businesses to hire from anywhere, so businesses can now look for a skilled employee or professional in different parts of the world while no longer being bound by geography.
Hiring internationally has a number of variables, such as how to deal with compliance laws, different payroll structures, and employee entitlements in a given country. Enter global HR platforms. Removing the complexity of cross-border employment can save time and keep businesses compliant with local labor laws.
2. The Role of HR Technology
The HR tech ecosystem is now chock full of solutions that manage everything from recruiting to performance tracking to payroll automation and employee engagement. Technology is not only alleviating the onus of repetitive tasks, but allowing HR professionals to deliberately plan for strategic decisions.
Applicant Tracking Systems, or ATS for short, Learning Management Systems, or LMS for short, People Analytics tools are all standard now for many organizations and help organizations find the right talent, upskill current employees, and leverage data about their workforce to better their decision making. One such platform gaining attention in the HR space is Oyster HR. Oyster HR is a global employment tool that simplifies hiring, payroll, and compliance for international teams, providing localized benefits and simple, transparent pricing. Businesses can often find an Oyster HR promo code to help them manage their global workforce more cost-effectively. By leveraging platforms like this, companies can scale globally without worrying about the complexities of international HR management.
3. Focus on Employee Experience
The workforce today wants more than a paycheck. Flexibility, career growth, and work/life balance are at the top of employee’s wish lists, which is pushing many HR leaders to heavily invest in employee experience (EX), whether it’s focusing on onboarding journeys, worker education with learning and development programs, or providing wellness benefits to employees.
HR technology will also play a significant role. Engagement platforms enable employers to collect real-time data from employees about their satisfaction, track satisfaction trends over time, and proactively address employee concerns before they become prevention points. AI-enabled tools can recommend specific opportunities for personalized learning and career paths for employees to support their satisfaction in their role, which also helps retention.
4. Compliance and Risk Management
Compliance has always been the baseline work of HR. With the increase of international hiring, compliance has become even more complicated, given that every country is different with labor laws, taxes, and employment requirements. Errors on the compliance can be costly, financially with penalties and also reputationally.
The impact of technology on this area of HR is to mitigate risk through automation of compliance tasks, and having technology that is on top of local regulations. The automation benefit is helpful for smaller and mid-sized companies that typically can’t afford to have legal counsel to figure out employment and tax regulations to comply with multiple employment jurisdictions. By using automation, companies will be prepared to grow into different markets while not tripping over compliance requirements.
5. The Future of HR – A Strategic Function
The future is clear for HR: it will be an increasing more strategic function that serves a development and growth purpose for the business. Technology will be a central function of this evolution because it will provide HR teams the work space needed to:
- Hire globally without barriers
- Create personalized employee experiences
- Automate repetitive administrative work
- Leverage data for better decision-making
- Stay compliant in multiple jurisdictions
In the near future, it will fall on HR professionals to embrace technology and develop skills in data analysis, change management, and global workplace planning.
Conclusion
Human Resources is not just about people anymore; it is about the future of work. With the onset of HR technology – especially employing global employment tools – businesses are able to expand into international markets while ensuring efficiency and compliance.
In a competitive environment for top talent, HR leaders able to embrace their innovative side will be ahead of their organizations to be able to create lasting transformational changes. Focusing on employee experience, global hiring platforms, and automating compliance processes, HR departments will be able to become a strategic force to be reckoned with and have the positive impact that can create long-term sustainability for organizations.
