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Managing a Multi-Generational Workforce with HR Technology

Posted by Erin Borgerson on January 9, 2014

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This is a guest blog post by UrbanBound's Inbound Marketing Coordinator, Aria Solar.

Whether you like it or not, technology is infiltrating every aspect of our lives. No matter which direction you turn, some process is being replaced or refined by technology. Sure, you might know all the ins and outs of your HR processes, but what if there was an easier way?

Well, it's your lucky day.

Thanks to all our Gen Y-ers plowing their way into the workforce (in 2020 they will account for half of the working population), their technology-addicted way of life is coming right alongside them. This means great things for HR technology.

For starters, one of the most important things in running a company is to keep this in mind: “Learn how to manage a multi-generational workforce. Within 5-10 years, the job force will completely shift from 45+ old workers to people in their 20s and 30s. That group of new workers has always grown up with technology.”  April goes on to say in this article that younger people interviewing for jobs now evaluate the degree to which technology is incorporated into the company, and then use that to base their decision on whether or not they would be a good fit.

This means either wonderful things or terrifying things.

For one, technology is so crucial that it is actually impacting people's professional decisions. This might seem absurd at first, the concept of someone rejecting a job offer because the company isn't technologically savvy enough. How silly. But, it actually makes sense.

The world is changing. Technology is exciting and motivating, making everything bigger and better. People want that. People want to be in an environment that is fast-paced, up with the times, and that is going to change alongside everything else. The fear of being in a career that will get swallowed up and spit out by technology, leaving them with an outdated and irrelevant job, is something not just Millennials, but everybody, is going to take into consideration.

Additionally, companies could be missing out on qualified and well-rounded individuals because they are reluctant to move to a technology based HR process. Millennials are going to be the future of your company, so managing your HR processes in a way that makes sense to them (cough, technology, cough) is crucial.  

That being said, it is only a matter of time before companies start automating their process and switching to cloud-based platforms. Companies will soon no longer even have the option to operate within a system that cannot be accessed anywhere at anytime.

BYOD (bring your own device) comes into play here, big-time. If people have their Facebook synced to their Google+ which sends updates to their phone and then syncs up with their desktop which links to their tablet and then updates their Twitter (confusing, right?) how is their any protection of information? With cloud-based storage, things can be accessed anywhere, so it is important for HR to realize the pros and cons of this and implement protective measures in monitoring who can access what information.

In terms of what is to come in the upcoming years for HR tech, learning is a big one. Employees can learn more and be more useful as they are able to consume information on any and all devices. Learning is shifting away from “classroom style” and more towards using on the job, real-time learning. This means less time that you have to spend training employees, and more time you can pump into ensuring the success of your company.

Incorporating technology might be a choice right now, but it won’t stay that way for long.

Aria Solar is an Inbound Marketer for award winning relocation technology platform, UrbanBound. When she's not establishing herself as an HR Technology expert, you can find her reading BuzzFeed, enjoying a drink at the UB Bar or cheering on the St. Louis Cardinals.

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Erin Borgerson

About the Author

Erin is the Director of Marketing, Crisis Controller and Culture Ambassador (the last two titles she gave to herself) who joined the Hireology team in April of 2012. As a certified Inbound Marketer, Erin manages Hireology's marketing department, the Hireology Blog, and media relations. She is also a co-leader of the Chicago Hubspot User Group which brings together Hubspot users from around the Chicagoland area. Erin set off to Chicago after graduating from Western Michigan University. In her spare time she can be found shaking it in a Zumba class, reading a bestseller, or drinking a craft beer on her Wrigleyville porch.