Technology promotes human resource work

Nicola Atticus, Solution Consulting Manager ServiceNow ItalyEmphasize how technology promotes human resource work.

A few days ago, when I was talking to a client’s human resources manager, I asked her how it was. He responded enthusiastically: ServiceNow now allows its team to automate most of the management work and reduce the requirements of employees. Employees can now find solutions on their own through the portal and knowledge base. The HR manager and his colleagues can now focus on the most strategic work and business goals. In short, they ultimately feel that they are part of a modern company that can provide innovative services, rather than part of the troubled company of the previous millennium.

By working with HR managers and promoting the transformation of HR services, you can understand how much technology means to workers in this industry. I have realized the meaning of digital human resources work and freeing up valuable time to focus on core activities. This conversation is another proof of how human resources still bear the burden of repetitive administrative work.

So many HR teams continue to do routine manual work every day, which makes their company unable to keep up with the needs of employees. This method actually limits the role of human resources in the company. Human resources departments should focus on strategy and management activities, but when they have 60% or more of the time each week to answer regular emails and questions or fill out forms manually, there is not enough time for innovation.
The result is that HR managers are often forced to hire people to simply manage these workloads. Those who fail may see their employees overwhelmed. Either way, these companies will not be able to provide their employees with the best work experience.

Human resource managers need to think about the technical field in a completely different way, and need to go beyond the traditional human resource system, but to consider new ways of managing work in different areas of the company. However, the good news is that human resources can move behind the scenes and affect the future of work and how it is done through technology.

To this end, human resources must pay attention to three points:

• Improve service levels. HR managers should spend time on the front line interacting with other employees, and reply to their emails every day, analyze the problem and wonder if there is a better and faster world to provide accurate and reliable answers. Do human resources personnel need to answer these questions? If employees can get the answers themselves, will they be more efficient (or even better service experience)?
• Investment technology. E-mail is the main form of communication between human resources and other employees. Are you looking for alternative technology solutions? Make sure to choose a solution with an effective workflow and knowledge base, as this is the key to ensuring immediate access to information and preventing human resources from being plagued by recurring routine questions.
• Beyond human resources. Considering the company as a whole it is necessary to choose a solution that can automate horizontal work flow and reduce manual work not only in human resources but also in other areas. One of the most common mistakes made by HR managers is to choose technologies with limited purpose rather than enterprise-wide platforms, thereby automating end-to-end processes such as onboarding and transfers.

These reflections show that there is a way for human resources to become the value center responsible for creating a modern and innovative workplace, but to achieve this goal, you need to be prepared to face challenges that will enhance your image. Human resources team.