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Last year saw the human resources profession embrace digital transformation like never before – driven by the impact of the pandemic, virtual engagements and the need to make work-from-home functional for employees.

2021 is set to remain on the same track. Here are the 3 biggest – and most influential factors – that will shape workforce practices, according to the 'age of disruption' outfit JuzTalent.

Cloud-based technology

HR need reliable and seamless platforms to conduct HR tasks. Cloud-based HR tech is the front runner as one of the primary solutions for this.

Cloud-based technology enables HR pros to access important real-time data, regardless of their location. Cloud-based tools also give employees more control and security over their own private data – that they can access and make updates as required.

It also makes it easier for HR to make decisions based on easily accessed and searchable data, and keep track of important metrics such as employee engagement and productivity. In view of its usefulness and reach, Cloud-based HR tech is something that HR should become familiar with in 2021.

Self-service employee tools

There’s a fast-growing popularity in employee self-service systems, covering basic employee information, accessing employee handbooks, viewing their payslip or applying for leave.

Such onerous tasks are typically paper-based and recorded manually. However, the digitalisation of such processes has the potential to saves organisations time, money, and resources – and drastically cut HR’s admin time.

Advanced analytics

By its very nature, HR involves keeping up with a large amount of data. However, to simplify the process it’s essential to focus on the areas that are most important. Being able to track employee data that matters, means problems can be quickly identified and fixed.

There’s a demand for more sophisticated and faster data analytics and HR tech is no exception. Systems are being redesigned to measure key data, such as work hours and payroll reports. Patterns can be identified in data to provide insight on employees – such as who is line for a salary increase and who is at risk of being headhunted by a talent scout.

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