Employee Relations technology is becoming more and more critical since the pandemic with organizations focusing on a proactive approach for labor relations compliance. From virtual onboarding to completely digital payroll processes, the abrupt transition to remote work has increased the transformation speed that nobody could have expected.
As the year starts, HR leaders concentrate on technology that increases remote workers’ effectiveness, boosts workforce management, leverages recruitment and learning channels to satisfy evolving needs. According to Gallagher’s 2020 HR Technology Pulse Survey, many companies plan to extend or replace HR infrastructure components by 2022.
Here are some Labor Relations Trends and Technology for 2021
- Most experts believe that working in remote arrangements is here to stay. This fundamental change would lead to more HR leaders engaging in tools and platforms to enhance remote employees’ ability to collaborate, connect and resolve burnout problems. The organizations are investing in technology that provides automated nudges to workers to take breaks and monitor productivity. Furthermore, more focus is on balancing employee privacy and making straightforward or more efficient tools to use.
- All critical business software must be accessible from anywhere, at any time, to ensure that it is always available. This makes a top priority of organization to upgrade their software to cloud-based. Dispersed employees working remotely require connected applications to meet deadlines, remain prompt on projects or generate reports in real-time.
- The recruiters shifted to platforms that digitally allowed them to procure, review, interview, and onboard candidates. Artificial intelligence such as Candidate relationship management (CRM) will not replace applicant tracking systems, but help eradicate bias hiring decisions. The investment in Candidate relationship management (CRM) enables businesses to develop their talent pools and hit the ground recruiting in 2021.
- The challenge arises regarding monitoring the health and position of workers during the pandemic. Due to this, companies unable to conduct in-person learning or training. Consequently, it forced the companies to invest and adopt new technologies: workforce management, learning systems, and service delivery tools. Organizations pursue cloud-based workforce management systems, dynamic software to schedule work, touch-free functionality that allow employees to clock in and out of work easily, health screening tools, and self-service applications.
- As the pandemic consequences affect workers’ mental health, more organizations support multimedia resources – software, videos, and webinars to reduce fatigue, anxiety, and stress. These tools have the dual advantage of easy access enable workers to overcome the anxiety and reaching out for help.
Please contact us at email@example.com for a personalized demonstration. Learn how Sodales Labor Relations Software will assist in communications development, build a more collaborative, safe, and inclusive environment and reduce the risk of expensive litigations.