HR innovation: what can we expect in the coming years?

New technologies and digital transformation have already had a strong impact on the daily life of HR departments. Nevertheless, the desire to improve human resources management persists. So what are the next developments and innovations in this area in the coming years? HR innovation: what can we expect in the coming years? You will find this theme in our technological innovation file.

A growing market

Nearly nine out of ten decision-makers believe that improving employee engagement is essential for the company. Among the levers identified, the majority will require the intervention of one or more HR functions. Thus, they will have to participate in the implementation of qualitative managerial practices and improve the employee experience (development prospects, training, management of young talent).

In addition, it will be necessary to be able to guarantee the security, integrity and confidentiality of personal data. This strong need for HR innovation will necessarily boost the market for digital solutions in the years to come in order to digitalize the entire process chain.

    Create a climate of trust

    The tightening of the legal framework concerning data protection will also influence HR innovation. Indeed, companies are also concerned internally by the compliance with then RGPD. The blockchain technology model could also prove useful with its distributed algorithmic trust infrastructure.

    The arrival of Big Data, social networks and many other tools is also the ideal time to improve processes, refocus teams on high value-added tasks, and improve relations with all company employees.

    Chatbots and Artificial Intelligence

    Among the strong HR trends of the coming years is undoubtedly the rise of AI and bots. The first technology involves having HR data in quantity, but also in quality.

    Indeed, AI is based on self-learning (machine learning) to solve complex problems. In 2019, 17% of HR decision-makers intended to invest in this area in the near future. Also integrating this technology, the HR chatbot should also develop strongly. It is no longer content to deal with relatively simple questions with its pre-packaged answers. From now on, the bot is able to learn and improve as it interacts. This technology frees HR departments from this low value-added task.

    From the employee’s point of view, the ease of access to this system and the rapid response are significant advantages. The chatbot will also be able to participate in the recruitment process by providing a first level of analysis of the applications and thus evaluate their degree of compatibility with the position. Finally, this technology, which can be customized as desired (lexical field, language, tone, use of gifs or not, etc.), will help build the employer brand.

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