Digital HR – key trends for 2020

Content Team October 16, 2019 mins read

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Global Shares’ Content Team comprises a dynamic and talented team of writers and experienced professionals who strive to deliver useful equity insights and simplify complex equity information, all with the aim of helping you to better understand equity management.

Digital HR – key trends for 2020

The use of technology is on the increase in all walks of life – and HR is no different. As the role of HR broadens, so too does the need for proper systems to assist with organization, workflow and productivity.

HR professionals are responsible for everything from talent acquisition, recruitment, onboarding, training, tracking annual leave, attendance records, payroll, storing employee information, performance appraisals, managing employee stock plans, employee retention and more. Thankfully nowadays there’s a wealth of technology out there that help with all of this. All you need to do is understand and implement it properly.

Here are the top tech tools that every HR professional needs:


1. Get Social

It’s not new, but social media can be a hugely beneficial tech tool for you to use in your role as an HR professional. From scoping out a potential new hire’s profile to see if they’d be a good fit for the company, to using LinkedIn to post job openings, there’s a myriad of ways in which social media can be used as a recruitment aid. Social media is also an excellent tool to communicate the brand externally.

Perception is everything so portraying your company’s best and brightest side on your social channels will do wonders for attracting the right candidates. Aligning your marketing and HR strategies is key to doing this well.



Human Resource Information Software (HRIS) will ease your workload and when used correctly will make your life so much easier. Tasks can be streamlined. Doing things manually can lead to human error. With proper processes in place, there’s less likely to have mistakes.

Automating repetitive tasks such as payroll processes increases productivity and makes teams more efficient, which in turn saves time and money. And when you file things digitally using an HRIS, it’s much easier to manage and retrieve them.


3. TMS

Talent Management Software (TMS) such as WorkCompass will help you increase engagement, retention and lead to increased productivity. Data derived from such TMS will help you keep on top of company goals.

Tracking performances and giving feedback makes it easier to appraise employees’ work and therefore manage promotions or training requirements according to requirements.


4. ATS

Talent acquisition is a key element to HR. Having an Applicant Tracking System (ATS) will make this so much easier. Integrating your ATS across the board means you can post to jobs listings, career pages and your social media channels using a single platform. This saves time and reduces manual workload. An ATS system also enables you to filter through applications quickly, once again saving time and manpower.


5. Employee Stock Plan Management System

If your company is employee-owned, having a share plan management system, in place is invaluable. No more death by Excel sheet, concerns about compliance or headaches when it comes to grants – a proper stock plan management system like this one, Global Shares, that you can outsource and that takes the hassle out of it for you, means you can focus on what you do best.


6. LMS

A Learning Management System (LMS) is an excellent resource for companies. It allows employees to log on and learn at their own pace through videos and online modules. You can track employee learning as well as save on manpower. Employee learning and progression leads to increased engagement and satisfaction, which is a win-win for everyone.

So although HR is about people, there are definitely ways you can use technology effectively that will benefit you and the employees at your company.  We specialize in helping companies attract, retain and engage top talent.

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Please Note: This publication contains general information only and Global Shares is not, through this article, issuing any advice, be it legal, financial, tax-related, business-related, professional or other. The Global Shares Academy is not a substitute for professional advice and should not be used as such. Global Shares does not assume any liability for reliance on the information provided herein.

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