Technology is evolving at an unprecedented rate and thus, predicting these trends may seem unrealistic in the fourth industrial revolution. In the current industrial revolutions, firms and individuals who do not keep up with these trends have a risk of being phased out. Technology has virtually affected every facet of life, from personal, educational, and at the workplace. Understanding significant trends in technology can help businesses and individuals utilize the opportunities and understand the risks associated with the associated technologies. There are currently several technological innovations transforming the human resource profession. Most of these technologies have been adopted only in the past few decades. The use of these technologies has improved HR services. According to a study by Fenech, Baguant, & Ivanov (2019), these include the use of technology to enhance recruitment experiences, improve employee experience, employee training and development, working with remote teams among services. Some of the current technologies in use, such as artificial intelligence (AI), the Internet of Things (IoT), and edge computing, offer a promising future as they continue to evolve to provide more applicability. Current technologies transforming the HR profession include AI, IoT, edge computing, extended reality, and self-service technologies.
Current Technology
Artificial Intelligence (AI)
AI offers a promising future in the HR profession due to its wide range of applicability. AI involves simulating human intelligence in machines such as in computers and robotics to program the to think and act like humans. Machines with AI perform several tasks that mainly relate to problem-solving. Currently, AI has a wide application in HR, including enhanced recruitment procedures. The HRMs conduct digitized interviews, and managers have recruitment tools such as the Pathmotion at their disposal (Rohilla, 2017). With AI, candidates can have their résumés in the digital world for easy access. Also, with the emergency of remote teams, HR departments use AI to train and develop employees. Usually, they conduct online training and development through a combination of other technologies such as gamification and extended reality.
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Internet of Things (IoT)
The evolution of IoT has revolutionized almost every facet of life, and the way firms carry out their operations. IoT allows the interconnection of digital devices through the internet. The invention of WiFi further enhanced the applicability of IoT. Therefore, many digital tools and other office machinery such as printers. These connections can make work easier and reduces time wastage in the office. The HR departments can use IoT to improve safety, decision making, and efficiency for the organization after the collection and analysis of data. They can also use IoT for predictive maintenance, improve customer service, and even speed up medical care in health institutions (Rohilla, 2017). With the breakthrough in 5G network, applications of IoT will rise.
Edge Computing
The evolution of edge computing came to offer solutions to the inefficiencies of cloud computing. Cloud computing has been an emerging technology, but the increase in data quantity has exposed cloud computing limitations in some instances. Thus, the need for edge computing. Edge computing improves latency as it moves data storage near the needed location for processing. HR can use edge computing to process data deemed time-sensitive in remote areas with limited connectivity to a central location (Kumar, 2016). Therefore, HR can use edge computing as mini data centers. Incorporating edge computing with AI and IoT will achieve more significant results.
Extended Reality
Extended reality encompasses several technologies, including virtual reality technologies that offer immersive experiences. These technologies have been in use for some years back. However, their application has mainly focused on the entertainment industry, such as gaming. For instance, the Vive and Oculus Rif virtual reality headsets offer state-of-the-art immersive technology in videogames. However, in recent times some sectors such as the medical industry have used extended reality for several applications (Rohilla, 2017). These applications include pain management, surgical procedures, rehabilitation and therapy for patients, patient care management, training and development, and practice before major or dangerous surgeries.
Virtual Reality (VR)
VR offers an immersive world where users experience their real environment in a computer-generated virtual world through the use of VR headsets. Some HR departments have already implemented the use of VR in their departments for various applications. These applications include recruitment, onboarding, and training and development. HR departments can use VR to simulate their working environments to attract prospective and talented employees. For example, the British Army used VR and created four different VR training experiences, including tank training, combat training, parachute training, and adventure training. Then the army posted the pieces of training on YouTube 360. Consequently, the military saw a 61% increase in applications during the first month and 41% in the next (Rohilla, 2017).
Augmented reality (AR)
VR describes technologies that enhance reality. That is, AR adds a layer of digital features to the real world. AR differs from VR because as opposed to VR, AR does not fabricate reality. Some HR departments have already started using AR in their firms. With AR, one can turn their space at home or anywhere into a workspace. AR offers digital notes, files, or even folders. The AR heads provide the user with a three-dimensional workspace, enabling them to manipulate information and objects with gestures (Rohilla, 2017). Like VR, HR can use AR for onboarding and training and development.
Mixed reality (MR)
MR offers users an opportunity to interact with digital objects in a VAR world. MR is a more advanced version of AR. For instance, a person can type on their computers via MR headsets. Therefore, MR has the same applications as the augmented reality, but it offers users a more engaging experience. Some HR departments have adopted the use of extended reality technologies with other technologies such as AI and the internet of things for improved results throughout the globe (Rohilla, 2017).
Self-service Technologies.
In the recent past, HR departments have increasingly adopted technologies that facilitate employee self-service (ESS) and manager self-service (MSS). Although some evidence suggest that most organizations do not fully implement ESS and MSS tools, this case will likely change soon due to new technologies in HR. Self-service technologies allow employees and managers to access their personal information, including contact information, bank details, and their benefits. Moreover, through self-service technology, employees can perform administrative tasks such as reviewing tasks and timesheets, seeing absence history and requesting overtime payments, among other tasks (Mohd Rosli, Kadir, Chan, & Ismail, 2019). ESS works better with remote or flexible working teams. It saves time and logistics costs incurred when seeing managers.
Self-service technologies will undoubtedly continue to transform the human resource profession. Internet of things can offer digital solutions where professions can upload and share their résumés. HR departments can then obtain the digital copies of the résumés and also conduct digital interviews for a seamless process. Also, extended reality offers a wide range of applications that HR managers can use to improve human resources at their institutions. They can use HR to enhance their recruitment process, onboarding, and training and development. The application of these technologies will widen with time as one technological innovation improve another. However, these technological innovations also raise privacy concerns in the HR profession.
Technology and Privacy
An HR department is the most sensitive department among the departments of a firm as it stores critical information about employees, including their details and their relationship with the company. Technological innovations have necessitated the storage of storage and easy updates of mass employee data. However, the wrong use of technology, such as the internet and e-mails, can cause a severe data breach that can lead to serious privacy issues. According to Mohd Rosli, Kadir, Chan, & Ismail (2019), HR professionals worldwide have continued to adopt approaches and policies that enable the safe use of these technologies to make their work effective. More often, it includes systems that lay procedures on what websites an employee can access, how to use work-issued digital devices, and even methods to follow in case of a data breach.
The US does not have a comprehensive federal law that guides the collection of personal information. However, it gives specific regulations to specific sectors on how to handle sensitive data. Therefore, employers must enact policies that can withstand cybersecurity threats and protect employee, customer, and company data from getting into the wrong hands. For instance, in 2017, Equifax, an American credit reporting company, lost information of over 140 million people to cybercriminals. In another example involving Target, a US retailer, hackers obtained around 70 million customer data in 2013. Such breaches have led to some firms developing tough but varies policies (Mohd Rosli, Kadir, Chan, & Ismail, 2019).
The US allows for employee monitoring, where an employer can monitor the activities of its employees. In developing an employee monitoring policy, experts argue that organizations need to stick with that policy. Due to the sensitivity of the information that the company holds on its employees, customers, and the company itself, federal and state laws in the US allow organizations to restrict their employees from performing specific actions (Johnson, Lukaszewski, & Stone, 2016). Some of the restrictions that companies can impose on employees include not allowing employees to have access to their e-mails and social media accounts while at work or on company computers, restricted access to the internet, and what devices to bring to work even. In the past, courts have favored employers in ensuring that employees do not send offensive e-mails or visit questionable web pages while using the company domain. Therefore, these laws allow employers to monitor how employees use the internet and restrict access to specific web pages.
With the increase in cybersecurity concerns due to technological revolutions, organizations need to regularly adapt and update security policies. Policies vary from one organization to another. The HR department must ensure that the systems comply with state and federal laws while ensuring the safety of the company, customer, and employee sensitive information. Therefore, before using any new technology, the HR department needs to do a thorough investigation of its applicability and the privacy concerns from the use of that technology (Johnson, Lukaszewski, & Stone, 2016). Then, HR can develop and implement a privacy policy that safeguards the company's interest-based on that technology.
Technology and HR
Technology has continued to bring changes in the way of conducting business. These changes imply that HR managers need to act as change agents. However, with the fourth industrial revolution, innovations happen at a faster rate than even the HR lacks time to explore the new technology and applying it correctly. Most of these technologies have something better and smart to offer, making them essential to any organization. Thus, as a change agent, HR professionals need to act faster, better, and more intelligent when it comes to new technology. Fenech, Baguant, & Ivanov (2019) assert that technology has already shaped some traditional HR practices, such as data storage and other employee services. Initially, data storage used to involve the use of files. However, technology has facilitated the digital storage of data, making it easy to store and retrieve information. Even better, current technologies have necessitated the digitization of the HR services, including hiring, onboarding, and employee training and development. Therefore, HR personnel must find the best ways to adopt these technologies to improve efficiency and cut costs, improve the hiring process, and improve human resource management and customer service.
Moreover, as a change agent, the HR department must ensure that employees can deliver up to the corporate world's speed. Technologies such as 5G, AI, extended realities and IoT offers an opportunity both in the current and future time for HR to achieve faster delivery of training and developing the company employees (Mohd Rosli, Kadir, Chan, & Ismail, 2019). These include attracting, recruiting, onboarding, retaining, and training and developing top talent. Online training will help HR to effectively work with remote or flexible teams, thereby cutting down costs.
Changes to HR Technology in Next 1-5 Years
We still expect more changes in technologies that affect HR, especially the always-evolving technologies. Also, there exist some technologies that HR has not fully adopted. Most HR departments will embrace new and emerging technologies to achieve more automation in the HR processes in the future. Automation will improve the workflow and free HR professionals from tedious routine work. With AI, edge computing, and IoT, HR will have access to more prospective candidates. HR professionals will have at their disposal HR tools they can use to do advanced candidate searches to get the right employees that the company wants (Fenech, Baguant, & Ivanov, 2019). Thus, AI, together with edge computing and IoT, will have more applications in HR management.
Application of extended reality and 5G networks will become the next big thing in the HR process in the future (Mohd Rosli, Kadir, Chan, & Ismail, 2019). This technology will see improvements and an increase in applicability, and HR departments strive to improve efficiency in their operations. With uncertainties such as the Covid-19 pandemic and the "new normal" of working and doing business from home, most HR will utilize the power of extended reality and other technologies such as AI, IoT, and 5G to conduct online recruitment, onboarding, and training and development.
Conclusion
New technologies offer infinity opportunities for firms to conduct their operations differently than before. The HR department must work as a change agent to adopt these new technologies to improve its performance. The existing technologies, such as AI, edge computing, IoT, self-service technology, and extended reality, will change and improve the HR processes. HR managers will improve the hiring process, reduce costs, and even work better with remote teams. These technologies will still offer new opportunities in the future with the 5G network.
References
Kumar, M. R. (2016). Cloud Technology and Human Resource Management. Annual Research Journal of SCMS, Pune Volume 5, March 2017 , 82.
Johnson, R. D., Lukaszewski, K. M., & Stone, D. L. (2016). The evolution of the field of human resource information systems: Co-evolution of technology and HR processes. Communications of the Association for Information Systems , 38 (1), 28.
Rohilla, J. (2017). Role of Information Technology in Human Resource Management. International Journal of Advance Research, Ideas and Innovations in Technology , 3 (2), 566-569.
Mohd Rosli, N. A., Kadir, A. A., Chan, S. W., & Ismail, F. (2019). Impact of technology in human resource.
Fenech, R., Baguant, P., & Ivanov, D. (2019). The changing role of human resource management in an era of digital transformation. Journal of Management Information and Decision Sciences , 22 (2), 1-10.
