“While we have seen massive adoption of technology in the HR industry over the last decade, HR is still by and large treated as an administrative function … [and] is not usually in the forefront in terms of adopting technological changes,” Sudhanshu Tewari, CEO of Rewardz, said in a recent interview with
HRD Singapore.
We sat down with Tewari to find out about the latest developments in HR technology and how HR directors could implement this into their firm. When asked about changes in the human resources industry with regards to technology, Tewari highlighted four key areas:
1. Communication and collaboration
“We have seen rapid rise of enterprise social networking platforms … that provide the tools to communicate and connect with your colleagues and managers anytime, anywhere. These systems are meant to replace traditional intranet sites and apply engagement techniques [seen on] social network sites like Facebook [and] Twitter.” Tewari added that there has been mixed feedback about the usage of these platforms although this was from large organisations who were yet to utilise these systems to their full potential.
2. Corporate wellness
“Two of the key issues faced by HR are that it's hard to measure the effectiveness of [corporate wellness] programs and it’s quite likely that it does not engage the workforce,” Tewari said, noting that these platforms were actively trying to solve these problems. “The idea is to leverage the group dynamics to influence healthy behaviour … and provide a method [of measuring] effectiveness…” In this way, organisations can better capitalise on the health and wellbeing of their employees.
3. Performance management and employee recognition
“Researchers have proven that traditional annual performance reviews based on objectives and goal settings have serious pitfalls. [The rise] of new age performance review platforms are trying to solve these issues with their unique methods,” Tewari said. He listed a number of ways in which this new tech can better manage and evaluate staff performance:
- Leveraging the crowdsourcing of reviews
- Simplifying the process and reducing documentation
- Rewarding employees on an ongoing basis
- Organising innovation challenges
These platforms can be used alone or in combination, tailored to the specific needs of the HR director and their organisation.
4. Employee benefits
“Some employers are choosing to implement a flexible benefits portal … to engage and reward their staff and build the corporate brand, “Tewari stated. “Such platforms … increase awareness and enable employees to access their perks anytime, anywhere.”
Adaption and implementation
Tewari also gave some tips for HR managers seeking to adapt to the changing technology scene. “[Regularly] scanning available technology products in the market is critical to stay in touch… Adoption of any of these new products should be driven by the needs and vision of the company.”
With regards to implementation, Tewari recommends asking vendors “for case studies of previous implementations and any evidenced-based research to judge the suitability of the technology product for your organisation.”
Benefiting from new challenges
“The challenge for HR managers is to make sure that they choose [a] product that adds value and fits well with the unique nature of your workforce,” Tewari said. It was important to differentiate the hype from the real solutions which are rolled out each year in the industry.
Finally, this new technology can be a way for HR directors to develop themselves professionally while also enhancing the company. “I feel implementing tech provides a great opportunity for HR to revamp or perhaps get rid of archaic processes and … reduce manual work,” he said. “[It’s also] a great learning experience and a matter of self-achievement to implement technology that can go on to create an engaged and happier workforce [while justifying] the amount spent on employee engagement and wellness.”
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