Workplace Technology Trends

Reimagining HR With Low-code

More businesses are exploring low-code development, enabling employees outside of IT to design and develop software solutions to problems specific to their function. A low-code development platform requires users to have little or no coding experience, increasing accessibility to HR professionals.

According to Gartner, 70% of new applications developed by companies will use low-code or no-code technologies by 2025—up from less than 25% in 2020. HR is an ideal department to arm with low-code resources; given the wide range of responsibilities, these practitioners can directly control the design and development of their solutions (e.g., websites, mobile apps and employee portals). HR professionals can leverage low-code tools to address departmental pain points or regular processes, such as the following:

  • Recruiting and hiring candidates
  • Onboarding employees
  • Training employees
  • Automating workflows
  • Handling reimbursement requests and payroll
  • Tracking employee status
  • Managing talent programs

In general, low-code development could improve HR systems that heavily rely on spreadsheets, emails and legacy systems, which slow down departmental functions. Some low-code platforms from well-known software companies include Amplify Studio (from Amazon Web Services), Microsoft Power Pages, Oracle Cloud Human Capital Management and Salesforce Platform.

Since low-code applications can help HR professionals streamline menial tasks and focus on higher-level job functions, it’s beneficial to start thinking about how these options may fit into improving HR functions or other current processes.

Understanding People Analytics

Organizations are now using data and analytics to manage employees and make more informed decisions. According to the Harvard Business Review, over 70% of organizations today believe people analytics is a key priority. People analytics is a data-driven approach to managing employees. It involves collecting and applying organizational data to improve business outcomes. This data allows organizations to attain better insights and make talent decisions that can improve an organization’s overall performance.

Organizations rely on people analytics to improve strategic business objectives in many areas, including:

  • Talent sourcing
  • Recruiting and hiring
  • Onboarding
  • Performance management, such as performance metrics and performance improvement plans
  • Workforce planning, including analyzing talent, skills gaps and employee turnover
  • Employee engagement
  • Employee lifetime value
  • Employee benefits and compensation
  • Employee wellness

Many employers are considering their biggest organizational challenges and how people analytics could help solve them.

For more workplace tips or information about these trends, contact DenTen Insurance Services, LLC today.

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