Exploring Biometrics and the Future of HR beyond 2024

 

Technical advances and digital disruption are transforming human resources. Technological advances in human resource management will transform work by 2024. These advancements will simplify operations, boost employee happiness, and align strategic goals. This extensive essay examines the most crucial human resource technology advances that will prevail in 2024. These advances will likely dominate. This form of research includes case studies and in-depth analyses of forward-thinking companies that have adopted game-changing technologies.

AI-Powered HR Analytics and Insights

Artificial intelligence is transforming human resources decision-making by analyzing massive volumes of data. After 2024, more companies will be using AI-powered staff planning, talent trend projections, and performance evaluation tools. IBM's Watson AI platform uses predictive analytics to help HR departments find, hire, and develop individuals. Workday's AI-driven HR solutions let businesses monitor performance, predict outcomes, and prosper. These solutions are revolutionizing data-driven HR choices (Arora et al., 2021).

Digital Employee Experience Platforms

Companies are using digital employee experience platforms to boost employee engagement and productivity. This trend will likely continue. Digital experience platforms will provide unified interfaces for HR, CH, and TL resources beyond 2024. Salesforce's Employee Experience Platform (EXP) implements this concept well. This platform offers personalized experiences, cooperative places, and easy access to human resources. Microsoft's Viva platform merges HR, productivity, health, and AI insights to promote employee engagement (Malik et al., 2022).

Augmented Reality (AR) and Virtual Reality (VR) in Training

Training with AR and VR is revolutionizing human resource management (HRM). These tools make lectures more interactive. After 2024, businesses will use augmented and virtual reality for compliance training, talent development, and onboarding. Walmart employs realistic VR training to boost employee engagement and retention. Online courses are designed. Deloitte's augmented reality learning technology is changing training, simulations, and virtual coaching (Fitria, 2023).

Blockchain for HR Data Security

Blockchain technology is ideal for storing human resources data because of its openness, privacy, and confidentiality. Organizations are considering using blockchain technology to construct secure data management, credential verification, and identity management systems after 2024. ADP blockchain solutions boost data integrity and confidence. The blockchain protects payment processes and manages human data, improving this. SAP's secure HR operations employ blockchain technology to protect data (Dash, 2023). Decentralized identity authentication and ecosystem-wide data exchange are examples.

Chatbots and AI Assistants for Employee Support

There are a lot of ways in which chatbots and virtual assistants driven by AI are altering HR employee support. Automating tedious activities and offering quick, individualized assistance are two examples. Even after 2024, these technologies are expected to increase productivity and worker happiness. Oracle chatbot solutions streamline HR procedures, answer staff questions in real time, and boost responsiveness and efficiency. Quicker service delivery, improved operations, and HR self-service are all benefits of ServiceNow's AI-powered HR service delivery solutions (Pillai et al., 2023).

HR Technology Benefits

1.        Technology automates and simplifies many HR responsibilities. HR software can streamline hiring, onboarding, and training. It can also simplify attendance and performance tracking. Technology may also help HR managers discover and address workplace issues like biases and low employee engagement by evaluating data and providing insights (Ali et al., 2023).

2.        Since paperwork and data entry have been automated, human resources professionals may focus on more strategic tasks (Ali et al., 2023). Human error has decreased as productivity has increased. Digital communication technologies like cloud-based platforms let the HR department answer employee and candidate questions and keep everyone updated.

3.        Digital HR platforms make storing and accessing employee data easy, eliminating the need for error-prone and inconsistent paper-based methods (Ali et al., 2023). Thus, you can ensure that your employees' names, addresses, dates of employment, and performance reviews are always accurate and current. Additionally, digital technologies protect confidential employee data from prying eyes.

4.        Automating HR processes like payroll systems lets us produce accurate paychecks and tax documents faster and more accurately than by hand. Like recruitment software, it can automate applicant tracking, resume screening, and job publishing (Ali et al., 2023).

5.        Human resources analytics tools collect and analyze vast amounts of employee data, including performance reviews, attendance, and survey responses. Data on human resources policies and activities might reveal trends and patterns (Ali et al., 2023). HR professionals can use this data to improve employee engagement, performance management, and workforce planning. By examining feedback data, HR professionals can determine where employees need further support or training.

Companies have a chance to build a creative, elegant, and employee-centric workplace if HR tech trends last until 2024. With state-of-the-art technologies like digital experience platforms, immersive training technology, AI-powered virtual assistants, blockchain for data security, and more, businesses have a chance to prosper in the digital age. This can be accomplished by utilizing immersive training, increasing employee experiences, and optimizing HR processes. In today's dynamic workplace, HR professionals would do well to follow the lead of successful companies that have already embraced innovation and are actively promoting strategic HR initiatives.

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References

•        Ali, O., Krsteska, K., Dina Sabry Said and Momin, M. (2023). Advanced technologies enabled human resources functions: Benefits, challenges, and functionalities: A systematic review. Cogent Business & Management, 10(2). doi:https://doi.org/10.1080/23311975.2023.2216430.

•        Arora, M., Prakash, A., Mittal, A. and Singh, S. (2021). HR Analytics and Artificial Intelligence-Transforming Human Resource Management. [online] IEEE Xplore. doi:https://doi.org/10.1109/DASA53625.2021.9682325.

•        Dash, S.P. (2023). HR Digital Transformation: Blockchain for Business. Intelligent Systems Reference Library, pp.59–87. doi:https://doi.org/10.1007/978-3-031-22835-3_3.

•        Fitria, T.N. (2023). Augmented Reality (AR) and Virtual Reality (VR) Technology in Education: Media of Teaching and Learning: A Review. International Journal of Computer and Information System (IJCIS), [online] 4(1), pp.14–25. doi:https://doi.org/10.29040/ijcis.v4i1.102.

•        Malik, A., Budhwar, P., Mohan, H. and N. R., S. (2022). Employee experience –the missing link for engaging employees: Insights from an MNE’s AI‐based HR ecosystem. Human Resource Management, 62(1). doi:https://doi.org/10.1002/hrm.22133.

•        Pillai, R., Ghanghorkar, Y., Sivathanu, B., Algharabat, R. and Rana, N.P. (2023). Adoption of artificial intelligence (AI) based employee experience (EEX) chatbots. Information Technology & People, 37(1). doi:https://doi.org/10.1108/itp-04-2022-0287...