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HR Tech – Then & Now. How it Evolved and Where We Are Headed?

The world is a global village today. We have the technology and tools to connect, communicate and collaborate with people across timezones. Every gadget we use, every platform we work with, every phone we communicate with, has opened up avenues of opportunities for every process both at work and life. 

With so much interaction and communication with and through technology on a daily basis, we knowingly and unknowingly produce large volumes of unorganized data. And making sense of this data and our interactions through technology is the primary role of an AI tool. Yes…Artificial intelligence is now the latest buzzword in the field of technology and it seems to be impacting our interactions and how we perceive them.

HR world, not new to this change, has been accepting and evolving according to the newer trends in technology and adapting them for the collective good of the employees as well as the employers. In this blog, we refer to the “HR Technology 2021: A Definitive Guide”  by HR leader Josh Bersin and will try to highlight how HR teams adopted technology at various stages of time and how it helped them evolve their processes.

System of Records (the 1970s -1980s)

The world was slowly realizing the importance of automation and computers were seen as a hope to do it though not at the personal computing level. Hence, as the title suggests, during this period starting from the 1970s, the major area of focus was transaction automation and record keeping. Computers were expensive and hence the numbers were limited. Since the Operating Systems had not evolved, it ran mostly on the command-line interface as graphic user interfaces were yet to become the new normal. Used mostly by HR and Finance teams, it was the first step of going digital with many brilliant years ahead.

System of Talents (the 1990s and 2000s)

With computers and technology becoming increasingly user-friendly and widely available to experiment, softwares were created to suit the varied needs and requirements for every aspect of life and work. The HR domain now focussed on using computers mainly for recruitment, learning, and managing talent. With the accumulation of huge volumes of data, data analytics was also seen as a major requirement, and hence, it was also included as separate modules. Vast capabilities of the technology were utilized by heads of talent, recruiting, and other managers. Technology was slowly redefining how we manage the data in HR and it was just the beginning.

Systems of Engagements (the 2010s through today)

The 2010s saw people deciding on taking or keeping a job based on factors more than just the salary. The salary was just one of the factors. How happy they are at the workplace, did they have a growth roadmap, did their superiors value them…everything played a role. Much more than ever before. And hence for HR teams the world over, the era of Employee Engagement had made its entrance and it was here to stay. 

Huge volumes of cloud-based human capital management solutions have been developed that are both user-friendly and easy to use. Offering a wide range of capabilities, these tools are designed to be used both by employees and the employer and are customizable as per the requirements of the organization. Offering a mobile solution, the future of HR tech is expected to see more and more advancements in the technology to make more user-friendly products that cater to small utilities that are of importance to the employees.

Systems of Work (2021 and beyond)

Today, the artificial intelligence industry is booming with new developments and its applications are being seen on all domains and the HR world is no exception. With tools such as Berry, a deep learning employee voice platform, HR tech is now exploring the possibilities of revisiting the employee journeys, being involved in day-to-day interactions, and thus predicting day-to-day needs via conversations. These tools are cloud-based, highly agile, and regularly updated. They even offer seamless integration with the existing communication systems such as slack, google, etc.

So from just record-keeping in the 1970s to full flagged cross-platform applications that are intelligent, HR technology has surely seen it all. However, with AI and machine learning working extensively to indulge in conversations and derive actionable insights, a lot is yet to be seen. If you want to witness the future, you can book a demo with us today.

Berry is a digital personality that can be an HR leader’s strongest ally and every employee’s biggest confidant. Berry can help measure and improve employee happiness. Berry uses deep learning to interact, interpret and drive accountability using actionable patterns that it learns. Berry is available to answer simple questions and is capable of having complex conversations with employees. HR Leaders use Berry to run campaigns that help them to understand the pulse of the organization around various topics. Conversations are then analyzed and actionable insights are drawn out instantaneously.