While the components of Industry 4.0 radically change all ways of doing business, human resources processes could not be expected to remain outside of this change. Imagine, instantaneous data of each plant and tree in the fields and gardens are taken and appropriate irrigation and fertilization programs are created for them, thanks to machine learning and robotic technology. We can remotely control our home appliances and security system over the internet. Our air conditioner works half an hour before we arrive, and the food in the oven starts cooking.
The HR 4.0 Revolution allows innovative technologies and components such as the Internet of Things, big data and artificial intelligence to bring speed and efficiency to HR processes. Automation of repetitive tasks paves the way for creating leaner and more efficient HR teams. Thus, HR teams, who postpone their breakthrough due to bureaucracy and routine work, focus on strategic issues and proceed much more pleasantly in the light of data.
What has HR 4.0 changed?
HR teams slowly and gradually implement the change brought by technology, and HR speaking with data and analytics wins the appreciation of both employee and management teams.
HR, with this new version;
- Optimises processes
- Reduces errors
- Reduces labour costs
- Provides managers and decision-makers with data-based reports
- Gains advantage in attracting and retaining top talent
- Collects employee feedback whenever and wherever they want – This is especially the case for HR people who use Moodivation
- Has time to remodel, invent, and gather energy for the innovative HR version
In short, it evolves.
Gaining the success that HR has set for itself as a goal, of course, benefits companies. Successful HR strategies create happy and engaged employees, and happy and engaged employees literally ‘fly’ their companies to success!
What do researches say?
Technology adoption in HR and adaptation to HR 4.0 components is happening faster than expected. According to PwC HR Tech 2022 research, 58 per cent of companies have used HR technology to attract and retain talent. Technology trends such as artificial intelligence, cloud technologies, virtual reality and robotic technology have consolidated their place on HR’s agenda.
According to another study, HR professionals think that artificial intelligence will be much more involved in processes. 96 per cent of HR professionals expect AI to drive talent acquisition strategies and 55 per cent believe AI will be part of the recruitment process in the next five years. (Source: HR Research Institute)
The same research summarises the impact of artificial intelligence on HR practices as follows:
- Advanced analytics. Artificial intelligence technology, combined with machine learning and natural language processing, can generate much more effective reports from data collected through HR management platforms.
- Expansion of automation area. Artificial intelligence algorithms designed to detect and reduce repetitive tasks can leave HR professionals more time to focus on human relations.
- Increased employee engagement. Artificial intelligence integrated with learning platforms can create personalised learning paths for employees based on their interests and previous results, helping them stay focused on learning and keep moving forward.
- Improved matching. Artificial intelligence can help HR automatically process candidates in order to find talents matching all sought-after requirements without bias.
HR 4.0 transformation facilitates hybrid working
According to research on the future of hybrid working, 89 per cent of organisations plan to invest in HR technologies that support hybrid working.
Cloud-based management platforms are at the forefront of these investments. The most important feature of these platforms is the real-time data access and self-service tools they provide to employees. These access and tools also bring the management teams the information flow they need. Thus, workflows are not disrupted, the numerous benefits of the flexibility of working from anywhere can be utilised, and it becomes easier to measure performance and engagement.
At the last point, virtual reality tools come into play.
HR is also pleased with the ‘magic’ touch these tools provide to processes.
Virtual reality is used in orientation applications. Newly recruited teams can experience the environment at the company’s headquarters on a different continent. They tour production facilities and experience the working environment on construction sites – moreover, without the need to use helmets.
Experienced employees, on the other hand, can benefit from innovative learning platforms that allow them to develop or renew their skills with the support of this technology.
Thanks to the Internet of Things, you can monitor the physical well-being of employees. So much so that an employee’s increased or decreased heart rate can be a signal of stress or burnout.
Instead of monitoring heartbeats and waiting for a physical alarm, you can also monitor the same employee by frequently asking for their opinion, asking them to express their feelings and facilitating feedback.
Let this be a Moodivation contribution to HR 4.0 🙂