From hype to reality: Practical usage for HR

There are so many advancements in tech that it’s getting hard to know what’s actually useful and what’s….well, hype

Technological responses to HR’s problems have landed with a bang. We’ve had a look at some of the top areas in which tech is promising the world to HR professionals and ranked them, so you don’t have to.

AI and ML

What are they?

Artificial Intelligence and machine learning are not new advancements in the world of tech. Artificial Intelligence or AI is essentially a computer program that has the ability to learn and adapt and is often described as being able to mimic human behaviour and thinking.

How it works for HR

The use of AI/ML in HR seems to be going from strength to strength. From aiding recruitment to providing insight around staff forecasting, the time saved around hiring has been monumental.

In a recent Forbes article, HR experts consistently agree that machine learning reduces time to qualify, time to hire and onboarding by relieving the administrative burden around recruitment. However, many sectors are not able to access AI because of data security issues, so it’s not for everyone.


What is it?

VR is basically a 3D computer-created world that allows users to experience and interact with things that aren’t really there. Users wear headsets and earphones for a fully immersive experience.

How it works for HR

As you can imagine, the fully immersive nature of VR allows in-depth training for a range of jobs and so proves to be a more than useful tool. It can provide invaluable real-life experiences in a safe and controlled way. Imagine a house fire simulation for a firefighter or a company lorry driving license practise exam. Wouldn’t it be great to grasp ways to tackle the flames or identify potential danger zones?

VR will only work for some sectors (although more and more are identifying ways to use it) and set-up can be very costly.


What is it?

Not to be confused with virtual reality where nothing in the environment is “real”, augmented reality uses goggles to make minor adjustments to real life in order to change reality slightly.

How it works for HR

AR provides excellent onboarding and learning and development opportunities for employees, in a similar way to virtual reality. As it can increase engagement with employees right from the onboarding stage, AR can enhance employee experience and help establish a firm sense of welcome from the onset. It’s ability to reach a wide audience of learnings by being affordable too.

In general, the price tag for AR is lower than VR and the tech is more accessible for everyone.


What is it?

You might find that you’ve heard of blockchain plenty of times, but don’t know many people who can actually define it. A recent PWC article defines it as, “a distributed ledger that allows value to be exchanged securely, transparently and without risk of tampering.” Essentially, Blockchain has the ability to change the way exchange value online.

How it works for HR

According to a roundtable research panel, blockchain can change the way we view “talent on demand” because of its ability to transcend physical borders. Supposedly, HR practitioners will be able to bypass usual security checks for data collection and third-party verification as blockchain is meant to reshape the landscape of data exchange.

But, does it do any of the above? Blockchain has been around for over nine years. It promises the world and then fails to convince anyone of its ability to work. After much research, it was difficult to find real examples of blockchain in action. As it seems to promise a great deal with very little in terms of delivery, we’re not so sure HR will see the benefits of blockchain anytime soon.


What is it?

The idea of interactive content which encourages users to compete or engage with other users has been around for a long time. B2C brands have engaged users with competitions and interactive games for at least ten years online. However, gamification through apps and softwareas-a-service has increased in popularity recently and particularly for HR.

How it works for HR

Gamification allows users to interact with companies for recruitment, learning and development and employee engagement purposes. It’s an extremely effective part of people strategies. First of all, it’s an innovative way to assess potential candidates on how they perform. Secondly, gamification is a key part of many e-learning programmes and is seen to make learning fun and easy as well as providing feedback in a memorable way.

Perhaps most interestingly, gamification is now used for employee engagement and retention. Sales teams have used incentive and motivation for years, but now HR are including the entire company. All employees are engaging in mutual goals with leadership boards, avatars and excellence badges as motivators. Companies also use gamification apps to run walking competitions to promote well-being and even offer financial advice through a friendly quiz.

Gamification has multiple uses, can be cost-effective and is proven to be an engaging strategy.

Author: Shan Murad | Category: Blog | 07/06/2019 | 0

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