Increasingly, professional bodies are acknowledging that technology is a key driver behind the HR profession’s evolution.
The emphasis on professional development through technology training shows an acceptance of the real pressures the sector faces, and the need to develop building blocks for meeting future expectations.
Analysing data collection in, say, the recruitment field, is elevating HR’s importance to the business – offering insights on a scale reserved for the marketing and sales teams traditionally. In the future we’ll probably see greater data analysis as a key HR function, rather than a sideline matter, as it sometimes can be now.
Systems currently provided over the internet are automating many tasks that used to take up a lot of HR time, triggering legally required actions, chasing up performance review reports, updating personnel details, making sure professional expectations are communicated and accepted, training arranged, holidays booked appropriately, and so on.
All this is freeing up the HR team to concentrate on the areas of their work that could be seen as having a higher value to the organisation, such as effective recruitment, higher retention of good staff, and managing employees more effectively when things go wrong. Technology is helping here as well. It can ensure sure the way applicants first come into contact with the organisation conforms to the branded experience those orgainisations offer across all their access points. Technology is automating the creation of reports on most HR cost implications, providing visibility on everything from right to work, to staff hours and holidays owed.
The general business environment is one in which HR sees increased legal responsibilities and higher workloads, but, along with every other business function, is pressured to keep costs down. Technology is proving to be the key asset in delivering on these difficult expectations.
So, sparing HR team members for a day while they train up on new technology is going to prove a valuable investment, not just because it future proofs an individual’s employability, but also because it embeds the right skills to future proof the company.
In the case of CIPHR, the Continuing Professional Development Standards Office (CPD) has assessed and accredited each one of our training courses. Since June this year, all CIPHR courses count toward 5.5 hours of formal continuing professional development required by professional bodies, institutes and employers.
This direction of travel bodes well for the whole HR sector, encouraging professionals to keep their tech skills up to date, and raise the value of HR in the eyes of the C-suite.
For more information about our training courses, take a look here: http://www.ciphr.com/services/training-course-outlines