{"id":15897,"date":"2023-09-21T10:55:38","date_gmt":"2023-09-21T03:55:38","guid":{"rendered":"https:\/\/phanmemnhansu.com\/?p=15897"},"modified":"2023-09-21T10:55:38","modified_gmt":"2023-09-21T03:55:38","slug":"cong-nghe-trong-nhan-su-tuong-lai-hr-vao-2030","status":"publish","type":"post","link":"https:\/\/phanmemnhansu.com\/en\/cong-nghe-trong-nhan-su-tuong-lai-hr-vao-2030\/","title":{"rendered":"Technology in HR: Developments that will shape HR in 2030"},"content":{"rendered":"

Technology in human resources has been and will play an important role in changing this field. As we enter Industry 4.0 and 5.0, we will see more important advancements that will allow us to reshape the future of HR and the value it brings to organizations. These advances will not be interrupted and will impact HR professionals, reshaping HR management practices and methods.\u00a0<\/span><\/p>\n

How has technology changed HR in the past?<\/strong><\/span><\/h1>\n

Technological advances such as the steam engine changed the face of production as well as the way products and goods were transported. The advent of the world wide web in the early 1990s and recent advances in mobile accessibility have also led to innovative working models. Today, technology has become not only an important part of the workplace but also an important part of the workforce. Technology is increasing jobs, becoming smarter and playing an important role in the design and execution of work.<\/span><\/p>\n

Technology has significantly changed human resources. From our roots, in the early 20th century, paper-based methods of record keeping and labor relations to the connected, integrated and digital employee experiences that professionals HR promotion today.<\/span><\/p>\n

Advances in HR technology are often only seen in databases and transaction automation, but the true impact of HR technology goes much further. To fully understand this landscape, let's look at technological advancements in HR based on five major movements.<\/span><\/p>\n

\"C\u00f4ng
<\/span> How technology has changed human resources in the past<\/span><\/figcaption><\/figure>\n

Step 1: Time management, timekeeping and manual recording (Before 1950):\u00a0<\/strong><\/span><\/p>\n

The earliest forms of human resource management technology can be described as manual document storage systems that involved storing employee records and recording work time and attendance through bookmark system. IBM<\/a> was a prominent name during this period with the "IBM Punch Card". The automatic clock provided greater accuracy in tracking employee time worked and subsequent pay, with advances in computerized systems used for basic transaction processing in 1940s. Typically, these systems were used primarily for salary payments; they are large, expensive and mainly used by large organizations.<\/span><\/p>\n

Step 2: From manual paper systems to transactional databases (from 1950 to 1980):\u00a0<\/strong><\/span><\/p>\n

The development of the main server system allows the automation of more complex processes such as the collection, storage and retrieval of employee records. During this period, Human Resources Information Systems (HRIS) were developed, which remain the basis of many modern HR management technologies. As organizations became more complex and sophisticated, the need for client-server technology led to the development of Enterprise Resource Management in the 1980s. This era saw its dominance of organizations such as IBM and SAP in the market and introduced major advances that are still the basis of many technologies used today.<\/span><\/p>\n

See more: What is HRIS? Comprehensive HRIS Human Resource Information System\u00a0<\/a><\/em><\/span><\/p>\n

Step 3: The birth of Personal Computers (PCs) (from 1980 to 1990):\u00a0<\/strong><\/span><\/p>\n

Personal computers and networking have led to a significant change in the way HR data is used. Personal computers create opportunities for greater workflow-related processing, improving the speed and efficiency of HR services. HR systems have become more affordable for small and medium-sized organizations, but on-site network limitations have led to limited use by employees and managers located in headquarters or regional offices. outside area. The first version of PeopleSoft was released in 1989 as the first comprehensive client-server integrated HR management solution.<\/span><\/p>\n

Step 4: Web systems and remote access (late 1990s):\u00a0<\/strong><\/span><\/p>\n

The web system has marked a new phase of human resource management technology. The ability to access HR systems remotely and the increase in data storage and computing power has led to the development of employee self-service technologies and advanced reporting and analytics capabilities. Self-service portals have been integrated into corporate intranet solutions and are widely used to reduce HR management costs. Many HR practices are becoming more technological, and the development of the first job board by Monster in 1994 and the Applicant Tracking System in 1998 was a milestone that would change forever. hiring practices forever.\u00a0<\/span><\/p>\n

Step 5: Social networks, Cloud and SaaS (from the 2000s to today):\u00a0<\/strong><\/span><\/p>\n

Social networks in the early 2000s changed the field of Human Resources Management, especially in recruitment and employer branding. Public rating platforms emerged and provided a place where employees could rate their companies.\u00a0<\/span><\/p>\n

Nowadays, Human Resource Management has moved up Cloud data (Cloud)<\/a> and many new Software as a Service (SaaS) platforms have quickly emerged. The HRM Technology market is expected to grow to $63 billion by 2032. These modern systems are built from the employee perspective for employee experience and data first. intelligence, leading to a continued move away from the traditional and heavy IT architecture.<\/span><\/p>\n

Major advances in people analytics have also seen a significant increase in analytics tools and platforms used alongside traditional core HRM systems. These advances have required more sophisticated methods in data management and IT architecture, an area that has been a major pain in the past. Virtual assistants have also become popular as a method for providing Human Resources Management services. With technologies like ChatGPT opening up new possibilities regarding language processing models, we can expect a significant increase in the adoption of these technologies in the coming months.<\/span><\/p>\n

Significant digital challenges in Human Resources Management<\/b><\/span><\/h1>\n

\u00a0Research by AIHR<\/a> on \u201cThe State of Digital HRM\u201d showed that, despite the increased impact of the pandemic on the adoption of Digital HRM solutions, some significant challenges remain if we want to maintain this progress. Participants in the study still cited hesitancy to experiment with Digital solutions, lack of an innovative culture in the HRM sector, resistance to new technologies and lack of skills digitizing. The extent to which HR strategies are digitally enabled and linked to business priorities also varies depending on organization size, with large enterprises (10,000+ HR) catching up further both medium and large organizations in adopting Digital Human Resources Management solutions.<\/span><\/p>\n

\"\u1ea2nh
<\/span> The impact of the pandemic on the growth of Digital HR<\/span><\/figcaption><\/figure>\n

With the rise of experience and the change in employee expectations towards HRM services, the next trend in Digital HRM technologies is emerging. Given the strategic importance of digital for HRM to have a meaningful impact, if we cannot keep pace and move far into the future, HRM risks falling behind and becoming should be irrelevant to the needs of the organization.<\/span><\/p>\n

\"Kho\u1ea3ng
<\/span> The gap in the growth of Digital HR according to company size is increasing<\/span><\/figcaption><\/figure>\n

4 Technological Advances that will impact Human Resources Management by 2030<\/b><\/span><\/h1>\n

A recent AIHR report highlighted the importance of Digital HR Management to the success of the HR function. In the past, HRM has been criticized for being slow to adopt new solutions, taking a reactive approach, and falling behind in creating the potential value that businesses are looking for.<\/span><\/p>\n

As new technologies emerge, we will again be challenged from the business side to adapt, adopt and evolve if we are to remain a relevant and valuable strategic partner. treat. Otherwise, we are at risk of being pushed back into the \u201csupport\u201d position of the past, and the advances that have been made in strategic HRM positioning since the early 2000s and the ministries during the pandemic become irrelevant.<\/span><\/p>\n

However, there is an opportunity for HRM to seize the window of opportunity, and there are four technological advances that HRM can take advantage of in the coming years through 2030.<\/span><\/p>\n

The criteria that were used to identify the technologies:<\/span><\/em><\/span><\/p>\n