The workforce is experiencing a major revolution – and some might say it’s long overdue. The past two years have been a lesson in using technology to find new ways to adapt and get work done. Even though many employees are returning to the office, the role of technology has taken on new importance.
And the HR department is no exception. Even before the pandemic, the HR technology market was teeming with new tools and services to help HR professionals take control of an increasingly complex work environment. However, convincing the C-suite to invest in these new resources has been a bit of a stumbling block.
Related: HR Tech Investments: Some Successes, Still Concerns
Jon Evans. chief operating officer at Paycom softwarerecently shared some thoughts on how technology has become so vital to the HR function.
Why are business leaders investing in HR technology more than ever, especially in HR technology applications?
Over the past two years, HR technology has been instrumental in the digital transformation of the workplace. The right HR technology expands the reach of the department – enabling HR staff to serve as true strategic partners by freeing them from tedious tasks, while giving employees 24/7 access to easy-to-use software – and streamlines the tasks for the employees focus on the growth of the business.
The future of HR is about streamlining processes and taking HR out of the middle of data entry and re-entry. Business leaders can see higher returns in terms of productivity, engagement, retention, profits, and overall technology ROI. There’s no replacement for the truly human part of “HR”, but HR technology is undeniably valuable to departments, shifting their focus from manual, redundant work to their people and culture improvement strategies. .
HR technology should put the employee in control of their experience. In a survey of more than 900 U.S. employees, commissioned by Paycom and conducted online by The Harris Poll in August 2021, 73% said they had encountered at least one problem with their pay throughout their career. Technology allows the employee to do their own payroll and is proven to reduce liability and inaccuracies, reduce payroll and funding costs for corrections, catch errors before submission and provide increased visibility on the payroll process.
What are the benefits of new HR technological innovations for employees? What about HR services?
Businesses competing in today’s job market must embrace the digital reality around them. Employees have grown accustomed to easy access as consumers: deposit checks, order dinner, and shop in minutes via mobile apps. Technology that provides deep insight into employee compensation, onboarding with minimal distractions, a mobile LMS, and access to company policies without long email chains has transformed the way HR departments attract, onboard, and retain the best talent.
The employee experience is crucial for productivity, engagement and reducing turnover. A recent OnePoll survey commissioned by Paycom found that 77% of employees are frustrated with outdated technology in the workplace. With that in mind, 67% said they would take a pay cut to have twice the software and technology they use today.
Technology offers benefits that can independently boost engagement, reduce compliance risk, and increase accuracy, but together they represent an unprecedented step into the future of HR and payroll. Innovative and automated payroll processes, such as those offered by Paycom, allow the employee to manage their own timesheets, expenses, PTO, benefits and payroll. Only Paycom removes HR from these tedious tasks, shifting their focus from manual, redundant work to their people and culture improvement strategies.
Are employers’ and employees’ concerns about data privacy when using HR apps valid? How do these apps ensure that private information stays under lock and key?
Companies need to be smart about the software they invest in and ensure that privacy is a priority for the vendors they use. Paycom, in particular, adheres to thorough, industry-tested standards and technologies to protect and defend customer data and privacy in our environment.
Every company’s approach to privacy is different, and vendors that outsource critical functions increase vulnerability at the customer’s expense. HR no longer advocates storing sensitive employee information in filing cabinets or forwarding data via email; organizations should look for unique software with in-depth, proven security measures and certifications that attest to compliance with industry standards for privacy and security.
In the future, how can traditional HR departments continue to leverage HR applications and technology while enabling the human side of their job functions?
HR departments will continue to rely heavily on HR technology. As employers and employees become more familiar with the ease of use that HR technology allows, employees will be less dependent on physical HR departments to answer administrative questions or manual processes, opening up space for discussions company-wide initiatives on how they can improve internal functions, such as the company’s internship program; diversity, inclusion and belonging initiatives; or charitable goals for the year. With the power of employee-focused payroll, employers will see improvements in many areas of the business.