HR professionals should also leverage analytics to constantly keep up-to-date with their current workforce profile. New measures have been proposed to raise employment standards, including the mandating of payslips and detailed employment records, introducing sub-caps to prevent excessive salary deductions, as well as shorter qualifying periods for retrenchment benefits. Understanding the workforce profile not only ensures that the organisation stays in-step with such manpower regulations, but the usage of such information also helps in formulating recruitment and retention strategies to ensure that labour supply continuity and quality is not compromised. Without which, companies will be faced with lost business opportunities as a result of delivery incapability.
Big Data and Analytics will change HR
In 2014, we'll see a greater adoption of social media and mobile led technologies in the HR industry. Furthermore, we can also expect to see a growth in data analytics and cloud usage in the coming year.
The availability and advancement of analytics and cloud is changing how HR departments function. Instead of relying on IT teams to provide the computing infrastructure to deploy HR-based software applications, HR departments can now approach cloud vendors directly.
Data analytics is another technology that will gradually be implemented into the HR sector. Analytics technology can provide HR business partners with the ability to access information, as well as share their feedback or input up-to-date information in a timely manner. The data and feedback can then be collated and used in discussions to align HR strategies, whether it is to fill the gaps in current processes or to address specific organisational needs.
We are also seeing a change in how HR departments and their organisations interact with the workforce. The explosion of social media and proliferation of mobile devices give round-the-clock access to corporate information and services. As such, it will promote collaboration and seamless interaction amongst groups such as entities, division departments, teams and individuals.
Future HR systems need to be more collaborative and embrace the exchange of information across different platforms. Technology should be used as a tool to cut down process inefficiencies and improve feedback channels. The time and resources saved by adopting these technologies can be more efficiently redeployed to help organisations develop additional strategic HR plans and activities - these include dedicating more resources on talent recruitment, improving staff retention levels and boosting the workforce's motivation and morale.
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