The increasing use of tech in the HR world has launched a seemingly endless wave of options with regards to emerging trends. It’s an all too familiar a story: a flurry of initiatives and programmes that make it all-but-impossible to see the wood for the trees.
So, how do you know which trend to go with? A recent piece from INTOO detailed how balancing the demands of the business with the needs of employees should hinge on more than just technology or desire to keep up with the latest fashion. HR needs to be reassessing how they manage and motivate their employees as a whole process, whilst navigating the needs of each party involved.
When it comes to investment, particularly in technology, it is easy to get caught up in the hype only to soon realise that what you’ve purchased becomes outdated very quickly. Howard Sloane, former HR Director at Peel Ports, knows this danger only too well. “I remember attending a ‘time and attendance’ seminar once in the 1990's when technology was storming ahead,” he says.
“This particular company was still flogging an out of date system which seemed even then a short-term investment. For me, any form of technology that doesn't hold future-proofing as part of the deal shouldn't be considered seriously.”
And, whilst HR professionals are incredibly adept at reacting to change, it can come as something of a curse when we look into deploying new trends. Ensuring that your overarching people strategy is effective an embedded throughout the entire organisation is critical.
It’s not a case of ignoring the emerging trends, but rather understanding exactly which one works best for your organisation, its culture and your people, and then throwing the full weight of your HR team behind it, rather than just half-heartedly committing to too many programmes.
Trends, as with most things in people management, are not cases of one-size-fits-all. It’s making intelligent and reactive decisions to change that will ultimately bring your HR department into the present.