The global marketplace that we all work in today, requires a company to have both a core set of principles to work from and the agility to adapt that foundation when the situation demands it. To create a consistently excellent product, an organization needs stellar employees with a method for ensuring consistency and easing the burden of administrative tasks so they can focus their skills on what matters most: satisfying the customer. This is where human resources technology can bridge the gap between stability and adaptability.

A strong centralized system like a global Human Resources Management System (HRMS) allows a company to keep all relevant data in one place, creating a cradle-to-grave system that manages information for the duration of an individual’s career. When employees across the globe have access to the same system, it creates clear standards that can be acted on equally regardless of location.

It does not end there, a good HRMS is just the beginning. Technology is flexible and constantly growing, and it needs to change along with the global market. An employer can use analytics to determine the best employee retention strategies, track employee performance, and change the way teams are structured all with the same system. While the information is stored by HR technology, companies can use this information in innovative ways, such as using demographic data to determine where an organization can improve diversity and inclusion. Being conscious of how a company’s diversity reflects the diversity of the greater world can help employers be more intentional when seeking out different voices and creating a more inclusive environment.

“With employees now scattered across the globe working from home, having a shared access point for employee information has become more important than ever”

This flexibility also allows employees to use HR technology in a way that best suits their needs. A key goal of HR is to retain quality employees and direct their efforts to where their skills are needed most. Human resources technology streamlines everyday work by automating processes that do not require human attention. This allows employees to spend less time on “busy work” and focus on skilled work with an individualized touch. Technology is a tool that employees can use to improve the workplace, so it is essential that HR technology adapts to people’s needs and grows with a workplace.

HR technology can also evolve to fit the changing needs of an organization while allowing them to keep the original system. Applications such as Learning Experience platform create flexibility by expanding the scope of based on the company’s need, but still stem from the same system. Recruiting module, for example, responded to managers’ specific need for a better method of finding and hiring candidates.

HR technology is growing in importance. During the height of the COVID pandemic, HR technologies played an enormous part in the successful transition to remote and hybrid work by maintaining a clear channel of communication with employees. With employees now scattered across the globe working from home, having a shared access point for employee information has become more important than ever – I’m not just talking employee taxes here!

Creating a transparent system where employees can easily access information empowers them to take charge of their information. The use of supervisory organizations easily shows an employee how their role fits not only into their immediate team, but in the company as a greater whole. It improves work for everyone when they can see how they personally contribute to the company’s mission.

In the case of Greif, HR technology enables us to deliver on our vision of “be the best customer service company in the world” not only to external customers, but to the employees who use HR systems every day. Providing employees easy access to their information and using functional systems that lower their perceived effort drives engagement. When an employee’s needs are met, they will provide better service, leading to happy external customers and benefiting all parties involved.

When it comes to technology in HR, I’m excited about what more that can done to impact business outcomes. We are just getting started