Emerging HR Technology: 5 Trends to Watch for in 2022

The HR technology landscape has seen rapid changes in the last five years, but the Coronavirus pandemic has emphasized the importance of technology in enabling resilience and preparedness. In addition, COVID-19 has had an effect on every company function, putting HR teams and departments at the forefront and requiring significant changes in employee leadership and experience. 

Emerging HR technology has changed the way businesses recruit, hire, and manage employees. As a result, HR departments now have to navigate the complex and ever-changing HR tech landscape as 2022 and a post-pandemic world approaches. While one-third of HR executives intend to reduce budgets this year, Gartner’s data shows that 90% will keep or grow IT investments. So, it’s crucial to know about new HR technology such as Talent Optimization Platform. The following is a list of five emerging HR technology trends to watch for in 2022.

1. Remote and Hybrid Workforces

Remote work may have been necessary during the pandemic, but it’s likely to remain once it’s over. At the very least, most companies will enable workers to be hybrid employees, working both at home and in the office. In fact, remote workers will make up 53% of the US workforce in 2022.

Remote and hybrid workers will be among the most significant changes in the contemporary workplace, and HR professionals must adapt. HR departments will have to adjust to dealing with physically absent employees. Remote screening, interviewing, and onboarding of new workers will add challenges. However, certain onboarding software and tools are likely to be adopted to resolve many of the complications of remote and hybrid hiring practices. HR employees, who may also be working remotely or hybrid, will need to navigate new technologies to manage the department, HR responsibilities, and daily tasks.

2. Artificial Intelligence in Recruitment

Many individuals have left their jobs as a result of the pandemic. Also, the battle for talent has grown more competitive, with millions of people leaving in The Great Resignation due to burnout, not wanting to return to an in-office work environment, and other work-related stressors. Apart from remote recruitment, interviewing, and onboarding, HR departments are expected to use AI to recruit and hire the appropriate individuals to navigate the new and competitive battle for talent. HRIS are increasingly using AI in their everyday duties, and HR departments will follow suit in 2022.

AI is already being used to filter resumes for the most compatible employees. Chatbots may ask applicants standard questions during the first screening phase. As AI technology advances, it will play a more significant role in recruiting and employment. Even though AI can reduce time during the recruiting process, there are still specific problems to be sorted out, particularly with discrimination and equitable hiring practices that happen due to AI bias.

3. Automation in HR Processes

Hyper-automation is the concept of blending AI and RPA to increase efficiency in any situation that automation is applicable. Automation has already been largely adopted in payroll, recruiting, and service management, but HR executives should apply hyper-automation to all HR activities. Hyper-automation will significantly enhance HR efficiency and reliability and reduce mistakes in activities prone to human error.

The administrative chores that have held HR back should be automated, allowing HR to concentrate on people and provide value to the company. According to the McKinsey Global Institute, current technology can automate 56% of all activities performed by human resources departments. With automation in HCM, there will be more opportunities to mentor and educate workers and concentrate on career planning and development, directly influencing engagement and retention. However, technology cannot substitute problem-solving, collaboration, communication, or listening. Human resource specialists provide a unique human perspective and a profound understanding of people that is vital in building relationships and gaining confidence.

4. HR Participating in Cybersecurity Initiatives 

With the rise of working from home, there is an increased risk of cybersecurity attacks on businesses. Also, cybercriminals are increasing their efforts to harm businesses, steal personal data, and cause chaos. As a result, HR personnel are now required to participate in cybersecurity initiatives to keep companies safe.

HR departments are required to collect and store personal and sometimes sensitive information about every employee, which is a potential risk in the case of a data breach. It's much more critical when HR workers work remotely, as cybercriminals are likely to target remote companies. HR departments will need to collaborate with IT experts and outside contractors to keep business data safe. Otherwise, the business may face significant repercussions such as lawsuits, lost profits, or a heavily damaged reputation.

5. All-In-One Employee Management Apps 

The benefits of HRMS apps go beyond employee engagement and productivity. From onboarding employees, tracking employee productivity, closing communication gaps, time-tracking, and more, all-in-one management applications will be the most efficient method for HR staff to keep track of remote and hybrid employees. 

With all-in-one applications, HR staff will not be required to learn several new software platforms and can instead focus on becoming familiar with one main application for employee management. Regarding productivity tracking, using staff management or monitoring software on all-in-one applications may help improve quality and time management at work. In addition, having one location for employee communication will close communication gaps and reduce lost information. Finally, applications that are compatible with the cloud will keep records of company processes and protect companies from data loss. 

Looking Towards 2022: Planning is Key

HR leadership must adopt new technologies for HR procedures and applications to stay relevant and attract and retain top employees. Even though the top technology trends are emphasized, HR executives must understand their own technical requirements and skills. Choices should be made to decide what will best improve the company and the overall employee experience. 

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