Technological transformation year of HR: 2023

Technology is radically changing the way of doing business in every sector and for companies of all sizes.  HR, which have critical tasks such as accessing human resources to achieve the best results for companies, supporting this resource to work in the best conditions, being a bridge between management and employees, increasing the productivity of existing human resources, and at the same time making companies a centre of attraction for new candidates, also get their share from technological development.

The past two years have brought about changes that will upset the traditional work pattern of HR. The technological transformation, accelerated by the global trend of remote working, is expected to peak in 2023.


Why is technology so important for HR?

Today, both employees and management teams expect HR to perform beyond paperwork. Technology automates daily human resource management operations and routine tasks, freeing up HR professionals to focus on more strategic aspects of their work. Starting from the simplest payroll processes, digital transformation makes HR’s life easier and increases the efficiency of processes in a wide range of areas such as accessing talent, accelerating recruitment processes, supporting internal communication, collecting and analysing data, protecting personal information and security.

While the use of technology provides an advantage to HR, it actually serves a much greater purpose: Employee engagement. Improved recruitment processes with the contribution of technology increase the success of placing the right people in the right jobs. A data-driven approach is the key to high performance and the best results.  Knowing that their performance is evaluated based on data positively affects the trust of employees in their companies.  A properly designed technological infrastructure facilitates employee participation in the process and maximises efficiency.


In which areas is HR Technology critical?

Technology can be integrated into all HR processes.

– Payroll

– Time and attendance management

– Travel and expense management

– Talent management

– Application tracking

– Recruitment

– Human resources information systems

– Performance Management

– Benefit management

– Compensation management

– Organisational mapping

– Employee recruitment and training

– Recruitment assessments and screening

– Learning and development

– Compliance management

– Culture and employee engagement

– Backup planning

– HR analytics

– Holistic well-being


As the Moodivation team, in the light of our work with HR teams, we have summarized for you 3 areas that require the use of technology:


Reduce the operational burden of recruitment

HR professionals all over the world have trouble finding the “best fit” candidates.  Technology is seen as the most rational formula in this field.  Performing resume checks, planning interviews and facilitating communication with artificial intelligence-supported applications increase process efficiency.


Support remote working

Remote working is here to stay. We have to accept this. Evaluating the productivity and performance of remote workers is one of the priorities of HR managers. With the right technology, you can give employees the freedom to work from wherever and whenever they want, while simultaneously measuring engagement, results and productivity. Evaluate this measurement beyond how often employees are online. Focus on the quantity and quality of outputs.

Hear and feel people and take action

The biggest advantage that technology adds to our lives in every field is communication. When this is the case, don’t you think it’s strange to learn about the wishes, needs and problems of the employees in the exit interviews?  At this point, you can benefit from technology in two ways. Firstly, you can analyse pattern changes in employee behaviour and performance through artificial intelligence and machine learning. Thanks to the data on change in patterns (such as absenteeism, late response, meeting cancellations, sudden performance decreases); it may be possible to take your actions at the right time. The second is to have an infrastructure that allows you to receive the views, requests and needs of employees in real time and organically. (Of course, we will recommend Moodivation) Both solutions benefit you. The biggest advantage of the latter is that employees know they are cared about, they can make their voices heard and have uninterrupted access to feedback that is critical to the company.