What Employees want from HR Technology

Mobile technology is on the rise in the workplace.

Hard copy papers and binders are on their way out, and online interfaces are closing in. As companies plan on investing in HR software and technologies in the future, keep these three expectations and wants of the employees who will be using them in mind:

Utilization of the user experience
The concept behind the user experience (UX) is making functions easy and interactive so that consumers can get the most out of an application.

According to Personnel Today, “People want to spend money on the features that will save them time, but they’re not much value if no one wants to adopt the system because it’s too difficult to use.”

However, even with customer feedback, UX is hard to quantify. Regardless, it works best when the system is designed with the user in mind. It’s not so much about the technical aspects, but the actual experience of someone navigating and interacting with the site. HR pros are stretched for time as it is, and they need a simple, streamlined technological interface to generate more satisfied employees and employers.

Communication on all fronts
HR operates on a wide range of subjects: from talent recruitment to payroll to performance to benefits, etc. Springing for technology with an open line of communication creates an atmosphere of open communication in the workplace. Companies are moving away from the traditional nine-to-five in office hours and are adopting flexible schedules such as work-from-home opportunities and the addition of non-local employees. Allowing for more than just verbal communication can help stimulate fresh ideas and collaboration.

Online communication Online communication can spur innovative ideas.

HR technology makes information more readily and easily accessible. Online databases are equipped with day-to-day human resource support to answer any and all questions with expert consulting. This way, reliance is put on credible people who can handle an outpour of questions and concerns, freeing up HR departments’ time to focus on other areas of business.

Mobile mobility for millennials
The Census Bureau reported that millennials represent more than one quarter of the nation’s population, outnumbering the 75.4 million baby boomers. That means tech-savvy individuals will continue to span the workforce expecting the same level of digital savvy from their employers. Therefore, HR departments must embrace technology to stay current.

Consumers have purchased more than 1.6 billion smart phones since the the technology was first introduced. That means most employees are accessing information on their phones. Putting human resource information available via mobile would increase the amount in which they are used. The act of incorporating mobile-friendly technology puts companies ahead. In addition, the mobile platform can reduce the amount of clerical tasks for human resource departments.

Overall, the effective management of a human resource department’s technology is a key source for a competitive and thriving business in today’s age. For the implementation of a HR management technology to be considered successful, the employees and employers must be using the technology effectively and measurably. Interactive technology combined with a strong managerial human resources team can add value to an organization as a whole.