What are the new technological tools available to HRDs?

Work methods are undergoing profound changes under the pressure of the rising generations, which are highly connected. Thus, new technological tools for HRDs are emerging. Big Data, cloud computing, mobile applications, social networks and artificial intelligence are becoming more and more important in companies. These tools offer many advantages, including the ability to improve a company’s HR processes.

Big Data for recruitment optimization

Some companies are facing increasing difficulties in the context of forward-looking job management. The human resources department must identify passive candidates who are likely to join the company. To leverage Big Data, HR departments have analytical tools and talent acquisition software at their disposal, allowing them to quickly identify professionals through information and achievements shared on the web. In addition, during a traditional recruitment process, these new technologies facilitate the decision making process by providing a study of each application received.

The transition from a fixed HRIS to a flexible HRIS

There are many technological tools available to HR departments. Today, HRDs have moved from tools hosted on their servers (on the company network), to on-demand tools in SaaS mode. The latter term refers to the storage and access of data via the Internet rather than via a computer’s hard drive. As a result, implementation is extremely simplified and ERPs have given way to highly specialized and user-friendly software packages that cover one or more modules of the human resources function. With these on-demand tools, the company only buys what it needs and therefore only pays for the features it will use. Personal data must be respected, and the IT tools used must be brought into line with legislation, particularly the GDPR.

Social networks, vectors of organizational evolution

The versions adapted for corporate use become a real tool for human resources management. These social networks, sometimes open to company partners, facilitate the instant circulation of information.

They enable HR managers to :

• create and involve project communities that become reference points, particularly for evaluations
• obtain more relevant information about the performance of employees
• manage skills effectively
• redefine the role of middle management, taking advantage of the new knowledge mastered by the new generations.