Five digital trends that are urging the evolution of HR

Five HR digital trends that are urging the evolution of HR

Even though the pandemic has slowed development in several industries, the field of HR technology is looking promising. With some exciting innovations on the horizon for 2022, HR’s usage and relevance of HR technology is more prominent than ever—procedures like telecommuting and virtual training are now standard. Technology must smoothly integrate into the everyday world of work from the first point of contact with a possible employee, eventually allowing the employee to provide better performance in a digital workplace.

Here are some of the major HR technology trends for 2020 to 21 that would help you achieve the productivity and efficiency of your HR department in the following years.

  1. Heading Towards Productivity Systems with Core HR Platforms

Core HR solutions are an essential element of the HR technology ecosystem, with a market value of over $8 billion. As per Bersin’s study, Core has grown even more helpful for workers over the previous decade, with devices that allow users to manage their data, benefits, and different activities utilizing a unified platform employing self-service capability. Furthermore, in addition to the primary HCM system, many companies now want an app market.

Darwinbox is India’s most complete HRMS platform, allowing you to customize the whole organizational structure to make it much more relevant and structured. You also can connect it with ORAPPS and other similar systems to gain a completely different perspective on the data.

2. Employee Engagement and the Employee Experience Industry

Employers are changing their mindset from routines and transactions to encounters that count, as per Josh Bersin. To put it another way, businesses no longer merely seek easy-to-use platforms, and they want to invest in systems that can provide employees with simple, treasured memories. They seek a system that can assist them in analyzing case management, concurrency control, service management, and ensuring their workers’ safe return to work following the pandemic.

A representation based on Deloitte’s Simply Irresistible Organizational structure is shown below. These are complicated workflows in and of themselves, which all employees face at different times throughout their careers.

3. Contingent and Gig Work Management Has Turned Into A Marketplace

The remote working environment has become a must-have for several organizations, and innovation plays a big part in that. Everything would be handled utilizing HR Technology, from the most fundamental operations such as tracking employee leaves and attendance to more essential ones such as talent acquisition and managing payouts and tenures.

According to Bersin’s research, only 8% of respondents feel their firms are prepared to handle gig or contract employees properly. At the same time, 65% now regard it as vital, and 41% say gig and independent contractors represent a substantial part of their labor force. However, according to the Deloitte Human Capital Trends study, HR is only involved with this workforce approximately half the time or less from outside recruiting, interviewing, and choosing individuals. This “shadow labor” is not being handled well, necessitating significant advancement in necessary tools to make it simpler.

4. Augmented analytics will be around for a long time

The worst blunder one can do to speak about tech without clearly addressing the worlds of analytics, AI, and mental functioning. People analytics is a prevalent issue in HR, and it is presently the fastest-growing sub-domain of the industry. Companies that integrate data and analytics into their operations outperform their competition in efficiency and profitability. It is correct since this data can eventually assist in making better judgments by depending on patterns rather than intuition.

The analytical examination of candidates, devoid of human prejudice or mistake, is an extra benefit in the field of HR software. Employers may now delve into employee data to learn about essential elements of their employees’ lives, such as attrition rates and causes, performance, and the general efficacy of leadership techniques. Companies may better detect talent indicators and hazards that may develop due to new hiring and leadership techniques using predictive analytics.

5. Artificial Intelligence is now powering more processes than it has ever been before

The transition to machine learning is a crucial trend in the technology sector, and HR software is no exception. AI systems can ingest large volumes of data, use techniques to discover patterns, and utilize the results to draw connections, draw conclusions, or aid decision-making.

We think that intelligent bots, such as Darwinbox’s changes in the world, may function as self-service platforms, allowing HRs to concentrate on the more complicated and urgent concerns that need to be addressed. Regarding video-based applicant screening, it may also play a big part in determining whether or not the applicants are guilty of any wrongdoing by evaluating the ambient noises and facial expressions. AI will simplify transactional operations, including leaves, punctuality, and surveillance teams to a slight glance or voice control on the individual employee’s mobile device.


It’s difficult to dispute that innovation has been changing traditional HR procedures for the past couple of years, and 2020 seems to be no different so far. It is correct to conclude that everyone’s future in business is already shifting and will continue to change in generations. Whether that’s the constant organizational performance approach, improving comprehensive training opportunities in the industry, or even using machine learning to monitor their applicants.