Published by Guests, on 01/02/2020
By Neelie Verlinden (Co-Founder and Editor-in-Chief of AIHR Digital)
HR tools come in many different shapes and sizes. But since it can be hard to keep track of every human resource tool that pops up, we’ve decided to do the nitty-gritty stuff for you. In this article, we’ve listed 29 HR tools every HR professional should know about in 2020.
When it comes to HR tools, the recruitment space is probably where you’ll find the vast majority of them. To get you started, we’ll discuss 5 different types of recruitment tools:
Manual sourcing, i.e. searching, selecting and updating relevant job boards, platforms, and social channels is no longer needed. Programmatic job advertising, discussed in our recent article about recruiting strategies, has made this a thing of the past.
Programmatic tools for HR enable recruiters and hiring managers to send the right message to the right candidate, at the right time – and via the right sourcing channel.
We’ve said this before, but the way you phrase your job adverts and the words you use in them can appeal to – or turn off – certain types of candidates.
AI-powered writing tools analyze relevant language patterns to detect why some job ads are a big hit while others fail. The more text the technology analyzes, the more accurate its predictions will become.
Preselecting candidates, especially when you’ve got (hundreds of) thousands of them, can be a time-consuming business.
The use of a candidate preselection tool can considerably improve recruitment metrics such as time to hire and quality of hire. There’s a wide variety of these pre-employment assessment tools available, some focussing on specific (tech) skills, others on culture fit and personality, and others on all of these elements combined.
The technology gathers candidate data and uses it to predict the likelihood of an applicant succeeding in the role they apply for. As such, recruiters and hiring managers can use this data to support them in their hiring decisions.
To help you save time and make sure you create a well-structured onboarding program, you can use an onboarding tool. The technology can take care of everything from the moment a candidate signs their employment contract to their first day: the necessary paperwork, (virtual) office tours and introductions to future colleagues, you name it.
Recruitment is one thing, but what about other key functions of HR such as performance management, learning and development, and administrative responsibilities for instance? Of course, there are solutions for each of these functions too. Let’s take a look at some of them.
A talent management system is an integrated software solution that covers the full scope of talent management, namely: recruitment and employee onboarding, performance management, learning and development, compensation management and succession planning.
Talent management systems usually consist of various modules. Each module represents a particular area of HR. You’ll find for instance a recruitment module, a performance management module, a module devoted to learning management systems, a compensation and benefits module, and so on.
The number one reason to use a talent management system is to automate and optimize the entire package of talent management processes within your organization.
Especially for mid-and large size organizations, it quickly becomes impossible to manually keep track of each employee and their respective status and situation. A talent management system enables HR to track and manage the recruitment, development, and performance of employees and candidates.
The Human Resources Information System, or HRIS, is the most used software in HR. In most cases, an HRIS encompasses the basic functionalities needed for end-to-end Human Resources Management (HRM). It has a system for, among other things, time and attendance, payroll and benefits, recruitment, performance management, learning & development, and more.
‘Then what is the difference with a Talent Management System?’ we hear you ask. Talent management systems are about building an employee-centric solution to help companies and HR achieve their long-term business goals where traditional HRISs tend to focus more on transaction processing and administration.
Working with an HRIS has several benefits for the organization, HR, and the employee. Using an HRIS becomes interesting when you have between 30 to 50 employees. At this stage, managing basic information in Excel becomes cumbersome and simple procedures like approving employee holidays need to be standardized.
Changing candidate and employee expectations, new ways of working, ever-changing employment laws… The landscape in which HR has to operate is constantly evolving. Not to mention the new HR tools and technology that keep popping up.
Continuous education has, therefore, become more important than ever. Especially if you’re an HR Generalist, there are quite a few (new) areas to keep an eye on. Luckily, there are also quite a few (new) ways to keep yourself informed, learn about the latest developments and become a smarter, more strategic HR professional. A few examples:
Not every organization has a dedicated Internal Communications (IC) person or team. As a result, it’s often HR who has to take care of this, on top of everything else. If you want to know more about implementing an internal communications strategy, you can read our article Internal Communications: 9 Best Practices for HR. If you’re simply looking for some handy tools you can use to keep your team connected and informed, then here goes:
With so many topics on your HR plate, optimizing your personal productivity is key. In an article from our friend Tom Haak from the HR Trend Institute (10 Tech tools to use for HR Professionals), he lists several applications he uses to stay organized:
(This article was originally published on digitalHRtech.com)
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