Apac
  • Home
  • CXO Insights
  • CIO Views
  • News
  • Conferences
  • Newsletter
  • Whitepapers
  • About us
Apac
  • Admired Tech

    Agile

    AI Healthcare

    Artificial Intelligence

    Augmented Reality

    Aviation

    Big Data

    Blockchain

    Cloud

    Cryptocurrency

    Cyber Security

    DevOps

    Digital Transformation

    Drone

    HPC

    Infrared

    Internet of Things

    IT Services

    Marine Tech

    Networking

    PropTech

    Remote Work

    Robotics

    Scheduling Software

    Sensor Tech

    Simulation

    Smart City

    Software Testing

    Startup

    Storage

    Unified Communication

    Web Development

    Wireless

  • Automotive

    Banking

    Capital Market

    Construction

    E-Commerce

    Education

    FinTech

    Food and Beverages

    Gov and Public

    Healthcare

    Insurance

    Legal

    Logistics

    Manufacturing

    Media and Entertainment

    Metals and Mining

    Pharma and Life Science

    Retail

    Sports

    Travel and Hospitality

  • CISCO

    Google

    IBM

    Microsoft

    Oracle

    Salesforce

    SAP

    ServiceNow

  • Business Intelligence

    CEM

    Cloud-based Planning

    Cognitive

    Collaboration

    Compliance

    Contact Center

    Contact Tracing

    Contactless Payments

    Corporate Finance

    CRM

    Custom Software Development

    Data Center

    Digital Signage

    Enterprise Architecture

    Enterprise Asset Management

    Enterprise Communications

    Enterprise Contract Management

    Enterprise Performance Management

    ERP

    Facility Management

    Field Service

    Fleet Management

    Gamification

    HR Technology

    IT Infrastructure

    IT Service Management

    Managed Services

    PLM

    Procurement

    Product Management

    Project Management

    RegTech

    Revenue Management

    Sales Tech

Menu
    • HR Technology
    • CISCO
    • Collaboration
    • Compliance
    • Contact Center
    • Healthcare
    • IT Service Management
    • Microsoft
    • Retail
    • MORE
    #

    Apac CIO Outlook Weekly Brief

    ×

    Be first to read the latest tech news, Industry Leader's Insights, and CIO interviews of medium and large enterprises exclusively from Apac CIO Outlook

    Subscribe

    loading

    THANK YOU FOR SUBSCRIBING

    • Home
    • HR Technology
    Editor's Pick (1 - 4 of 8)
    left
    ICE: The New Future

    V S Parthasarathy, Group CFO, Group CIO, President (Group Finance & M&A), Mahindra

    Leveraging Technology to Create Better Spaces

    Terry Lenhardt, VP & CIO, Steelcase

    Sustained Communication in the Face of Consistent Change

    Rod Sagarsee, CIO, Brinks Gilson & Lione

    Doing Things in a Whole New Way

    Shane Miller, CIO, HSHS Division-Eastern Wisconsin

    From HR to TM-HKBN's Journey to Drive Talent Managementvia HRTech

    CY Chan, Co-Owner & Chief Talent and Purpose Officer, HKBN

    Know Your Employees

    James Bryce, Global Head of Workforce Planning & Talent Acquisition, Kantar

    Driving Change through Online Learning

    Kemala Hayati, VP –Head of People Development & Culture Engagement, Indosat Ooredoo [IDX: ISAT]

    What can we do to face the challenges of the New Normal? What is the new normal?

    Teddy Liu, General Manager for Group Audit & Management Services, New World Development Company Limited [HKG: 0017]

    right

    The Future of Human Resources

    By Daniel Kusmanto, Global Head - HR Analytics, ASM

    Tweet
    content-image

    Daniel Kusmanto, Global Head - HR Analytics, ASM

    Human Resource (HR) today is not the same as HR back in the 1990s or even 2000s. Gone are the days where business looks at HR as only a processing department for payroll, claim, leave, etc. Today, HR plays a strategic role in planning workforce for business needs, preparing an organization for the future of work, and positioning the organization as an employer of choice.

    As such, the term HR transformation has rung in our ears for the past few years. And technology plays a significant role to enable HR to transform. The way I look at HR technology from an HR perspective is categorized into two groups. The first group of technology focuses on making HR more efficient and the second group is opening up new opportunities for HR that was not possible before. I believe the latter is the one that will give us a competitive edge. I will describe further on each of the groups.

    Employees go through several stages during their life cycle in a company, and there are many HR processes and transactions at each step, starting from talent acquisition, development, up to employee exiting the company. In order for HR to be more efficient, there are two core drivers that we need to keep in mind. The first is the push for more self-service. There are a lot of transactions, such as employment letter, change of personal data, initiate employee transfer for example that should go toward self-service. Most of HR master data platforms that are available in the market, such as Successfactors and Workday have provided such features, and they are making more transactions available for end users to execute.

    The other driver is the push to automate as many operational works as possible that are performed manually by HR.Once processes are standardized, the operational work can be automated. We might not be able to move away from manual operation, such as data validation for employee details. However, we can aim to automate 80% of all HR processesfollowing 80/20 rule.For this purpose, we have quite a number of automation solutions available in the market.

    HR transformation is here to stay, and hr technology will keep evolving and enabling hr to open up new possibilities

    The new trend is Robotic Process Automation (RPA) where it can simulate a virtual person doing all the standardized manual work and performing it over and over again and I think HR should leverage on this.

    Looking into the second group of technology, the first thing that comes to mind is data and analytics. With the digitalization of HR, which occurs along with HR transformation, we collect more data than it was before. And the trend will go even further with the introduction of more digital platforms. As Clive Humby, UK mathematician said that data is the new oil, we are now sitting on a pile of gold with more data collected, and yet it is a pity not to leverage it. With the availability of dashboarding platforms, such as Tableau and Qlik, you can start with descriptive analysis, to look into what has happened and why it happened that way. Of course, I would urge organization to move past that and go for predictive and prescriptive analysis, leveraging on R or Python, where HR Analytics can work as a center of expertise that provides advice to HR leaders and business on how to achieve certain business outcome, such as where we should set up our next factoryand how we can drive more sales.

    There are also new opportunities with data and analytics in the HR domain, such as organizational network analysis (ONA), where you can understand better how communication flows within your organization. This information can be very beneficial for change management, engagement analysis, identifying potential burnout, and even for succession planning.

    Another exciting technology that belongs to the second group is chatbot. Having a virtual assistant that is available 24x7 who can assist and advise you on those operational HR matters at your fingertips will give a significant boost for employee experience. We do see some organizations adopting chatbot technology in HR as a virtual assistant. To stretch it further, we should aim for transactional virtual assistant where it can help you to execute certain necessary transactions, such as applying for leave, approving claims, instead of stopping just at virtual assistant that can handle queries.

    Extending employee experiencefurther and to a certain extent talent attraction, I also see a lot of potential forpersonalization driven by data and analytics. We are accustomed as a customer to have all news feed on Facebook or ads in Google personalized for us. And this is where HR can make a difference by providing that personalization for employee be it in the field of on-boarding, workplace, wellness, up to the sacred place of compensation and benefits. We do see platforms available out there for flexible benefits, but it would be exciting yet revolutionary to see an organization that personalizes their compensation and a platform that can enable that.

    To conclude, HR transformation is here to stay, and HR technology will keep evolving and enabling HR to open up new possibilities. I am looking forward to seeing more and more HR technology that can enable HR around the world to scale greater heights.

    tag

    HR

    virtual assistant

    Process Automation

    Change Management

    Human Resource

    Weekly Brief

    loading
    Top 10 HR Technology Companies in APAC - 2020
    ON THE DECK

    HR Technology 2020

    Top Vendors

    HR Technology 2019

    Top Vendors

    Previous Next

    I agree We use cookies on this website to enhance your user experience. By clicking any link on this page you are giving your consent for us to set cookies. More info

    Read Also

    Priority 2021: Achieving 100% Automation in Finance

    Priority 2021: Achieving 100% Automation in Finance

    Ekaterina Sejourne, CFO, Puma Energy Asia Pacific Pierre Costa, Global CIO, Puma Energy
    Tech Tonic: How technology is helping the travel sector recover from the impact of Covid-19

    Tech Tonic: How technology is helping the travel sector recover from the impact of Covid-19

    Patrice Simon, CTO Data and Analytics, CWT
    Pinpointing Weak Links in an Enterprise Security Chain: Helping Companies Battle Data and Content Security Challenges

    Pinpointing Weak Links in an Enterprise Security Chain: Helping Companies Battle Data and Content Security Challenges

    Hiro Imamura, SVP and GM, Business Imaging Solutions Group, Canon U.S.A. [NYSE:CAJ]
    Evolving Customer Relationship Management: Move Fast or Die Trying

    Evolving Customer Relationship Management: Move Fast or Die Trying

    Ed Ariel, Vice President of Service Operations, ezCater
    Importance of Customer Relationship Management Implementation

    Importance of Customer Relationship Management Implementation

    Drew Fredrick, Vice President, Home Building Technology, Clayton Homes
    How enterprise tech startups and corporates can collaborate for innovation

    How enterprise tech startups and corporates can collaborate for innovation

    Paul Santos, Managing Partner, Wavemaker Partners
    How an Initiative for Standardization and Modularization Leads to Cost Reduction, Increased Efficiency-and Better Teamwork

    How an Initiative for Standardization and Modularization Leads to Cost Reduction, Increased Efficiency-and Better Teamwork

    Faruk Bilgin, Global Director Manufacturing Engineering of Webasto Group
    Empowering the Retail Paradigm

    Empowering the Retail Paradigm

    Jason Williams, VP of Engineering, DICK’S Sporting Goods
    Loading...

    Copyright © 2021 APAC CIOoutlook. All rights reserved. Registration on or use of this site constitutes acceptance of our Terms of Use and Privacy Policy  |  Sitemap |  Subscribe

    follow on linkedinfollow on twitter follow on rss
    This content is copyright protected

    However, if you would like to share the information in this article, you may use the link below:

    https://hr-technology.apacciooutlook.com/cxoinsights/the-future-of-human-resources-nwid-6329.html