The situation with HR-Tech in Russia and the world
Every year, the growth of the global HR technology market is gaining momentum.
Foreign startups and HR-Tech vendors have not yetstrive to Russia. The main reason is the peculiarities of the local market (for example, low purchasing power) and the current legislation in the field of personal data protection. SAP SuccessFactors has become one of the few Western companies that has made large investments in the local Russian infrastructure.
Russian business today is at the stagefragmented automation. The digitalization index of domestic enterprises is 1.84, Western - 2.08. 25% of our companies are still unable to step over the stage of "paper HR" and no one has yet reached the highest point - "intelligent HR" (but 9% are already on the way to it). Finance and banking, IT and telecom, metallurgy and mining became the leaders in the implementation of world practices. The media and the Internet, retail and pharma are slightly behind the leaders. The situation is worse with digitalization in manufacturing, transport and logistics, oil and gas industry, as well as in the provision of professional services. The outsiders were education, construction and energy.
But not everything is as bad as it may seemfirst glance. Russian companies are gradually introducing various digital tools related to HR and professional education. A striking example is the startups of graduates of the HRUP acceleration program, which was organized in 2020 by the business incubator of the Higher School of Economics (HSE INC) and the HR&ED-Tech accelerator. One of them is Clock:ster, a convenient application with a simple interface for scheduling working hours, recording employee attendance using Face ID and GPS location, as well as automating other routine HR processes.
It took the developers less than two years toattract $ 440 thousand investments to the startup and more than 160 clients from all over the world. More than 5 thousand interviews, over 100 trainings and several dozen assessments have already been held on the Speedhire HR communication platform. The technological solution allows businesses to remotely interview and evaluate job seekers, participate in digital job fairs, conduct online training for staff, and automate a large number of routine processes. Large domestic companies (for example, Promsvyazbank, SIBUR and VTB) actively use HRbazaar, a service that successfully solves the problem of selecting products, services and suppliers for HR specialists.
Interesting projects are being implemented in the field of educationstaff. Already five Russian training centers use the microlearning Diductio service. It makes it possible to create autonomous training modules for each employee on the basis of an interactive, cloud-based platform without spending a lot of time on generating content from the enterprise. Edstein has introduced an effective IT solution to the market, which has brought it revenue in the amount of 17 million rubles since the beginning of 2020. We are talking about a centralized learning management system that allows you to build an individual educational route and link it with the required competencies. To keep employees motivated to learn, engaging mechanics are integrated into the service: quizzes, competitions, ratings, insignia, personal dashboards. In 2019, SpeakerGuru, a VR platform for corporate training in soft skills development, received its first investment from MTS. The technology is unique in that it allows you to combine traditional online learning formats in terms of theoretical lessons and virtual reality with maximum immersion for practical skills training.
Who needs HR automation and why
A couple of years ago, most of thesystems for HR were optionally redundant. "Boxed" software was suitable for large corporations with a huge staff of recruiters, but for small and medium-sized businesses, such solutions were expensive, and most of the functions were not necessary. With the advent of cloud technologies, everything has changed: many different offerings have appeared on the market, differing in focus, innovation and functionality.
Today, it is difficult without automation of HR processesbuild effective work for small start-ups, medium-sized companies, and large corporations. One way or another, the main goal of any business is to make a profit. To make the business of the enterprise go "uphill", you need the maximum efficiency of its employees. An important step in this direction is the digitization of KPI, that is, the ability to track the productivity of each employee, analyze the decline in activity and take measures to improve performance as quickly as possible.
The introduction of information HR technologies solvesa wide range of tasks and has a number of advantages. Firstly, it gets rid of routine. HR specialists can concentrate on performing important tasks that require a creative approach, as well as build communications between company employees, motivate them non-materially, and create a comfortable atmosphere in the team.
Secondly, it contributes to the creation of progressivepeople analysts. Automatic collection of personnel data makes it possible to perform an operational analysis of processes (for example, layoffs for a certain period), identify weaknesses and quickly make a rational decision. Third, it is changing the approach to corporate training. Innovative technologies allow companies to customize market solutions, quickly build an individual professional educational route for each employee, taking into account strategic business goals. And finally, it favorably influences the development of a strong HR brand. According to HAYS, the main demotivating factor in the search for a job job seekers consider bad reviews of a potential employer - 64%. Automation of HR processes helps to strengthen a positive opinion about the company, both within it and in the market.
Problems of digital transformation of HR processes
The results of the Hays study “IT in HR” indicatedThe two main problems that prevent companies from automating HR processes are lack of budget and lack of awareness of digital technologies. Many top managers and line managers adhere to conservative views and are not going to give up their usual methods of work; some do not understand the need for digitalization at all and do not want to understand it. 7% of respondents encountered difficulties in implementing HRM systems and services in terms of the need to comply with the law on personal data.
Some enterprises (1%) refuse altogetherchange something, since we have outsourced all HR-related units. Another barrier to HR automation is the lack of qualified IT specialists on the company's staff who can customize the software on the market for business tasks.
Promising directions
One of the fastest growing trends in the near futuretime is corporate training. Experts predict that by 2021 the online profession education sector will reach 11.3 billion rubles. Traditional educational approaches with a predetermined program are a thing of the past. Cloud technologies and VR platforms are coming to the fore, which allow you to quickly draw up the necessary course that is directly related to the strategic goals of the business. A promising direction in this area is "spot" training, when a specific employee receives the competencies he needs, for example, to move up the career ladder.
Modern technologies can significantlyfacilitate the recruiting process. Searching and selecting resumes using artificial intelligence, conducting initial interviews with a robot, and getting consultations in a chatbot is no longer a fantasy, but a common thing for advanced companies. On some job search sites, prescreening is being introduced - passing a small test for compliance with a vacant position.
HR technologies will allow diagnosticsmood in the team and influence the loyalty of employees. Research has shown that highly engaged and motivated employees are 17% more efficient and 21% more profitable.
How to provide the company with IT staff now
To turn a company into a smart company,management and HR professionals need to build a digital culture. It is important that employees understand the need for innovation and share the views of top managers on technological innovation. First of all, it is necessary to ensure maximum awareness of the staff about the benefits of digitalization with examples of successful world practices. Also useful will be thematic seminars, briefings and other educational initiatives.
When selecting candidates, you should pay attentiontheir willingness to generate and apply new ideas in their work. A prospective employee should have a number of key skills and qualities: to respond quickly to incoming information, master the basics of technical training and audit, be able to build relationships with colleagues, think for the future and act proactively.
In the era of digitalization, is undergoing change asthe role of the HR department in enterprises, and the principles of working with personnel: search, hiring, dismissal, relocation, training. Companies that have not started implementing HR technologies should start thinking about it now. A business that ignores innovation today risks losing its competition to progressive competitors in the future.
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