HR Technology For 2019: Ten Disruptions Ahead

The exponential development of technology in recent years has created a ripple effect throughout businesses worldwide. Contradictory to what’s implied by the name, the Human Resources side of business has been significantly impacted by AI and machine learning.

While this new HR technology has caused many positive effects, the changes will cause disruptions to business models and how the day-to-day tasks in an operation are completed. Here are ten disruptions we can expect to see in HR during 2019.


Employee Scheduling


Employee scheduling used to be a time-consuming task that ate up HR and management’s time, especially during high points in seasonal businesses. With technology like Humanity, scheduling is no longer such a taxing issue. AI is able to analyze previous schedules and integrate with other business technology to forecast staffing needs and present schedules for edits and approval.


Remote Work


With four million Americans now working from home for at least half of the work week, the traditional office landscape is changing. HR is now tasked with having to see to the needs of employees that are in the office as well as manage the nuances of dealing with remote workers. Additionally, more workers are choosing to work as contract employees rather than seeking full-time employment with one organization.


Smart Hiring


With smart technology on the rise, how HR hires people is changing. More automated services mean less time is spent posting jobs and sorting through candidates. Algorithms can be put in place to do an initial screening of a standardized application and determine if the candidate’s application is worthy of human eyes.


Changes to Onboarding


In addition to how companies are sorting through applicants and responding to job posts, there are also significant changes in how employees are being onboarded once they’re hired. The large piles of paperwork are being phased out, with online platforms that integrate with the employee’s file being used to capture signatures and share policies.


Unconscious Bias


The previously used metrics for assigning points to minority individuals to offset incidents of unconscious bias during the hiring process have reached a new level. Now, applications can be received without indicating the applicant’s name, which could be indicative of their ethnicity or gender.

Broader Hiring Pool


Due to the growing trend of working remotely, recruiters are able to look at a larger hiring pool. Smaller businesses with limited resources are no longer tied down by limited resources to relocate top talent, and can hire globally.


Behavioral Analysis


AI is now being used to better understand employee morale and engagement, as well as identify when they may be reaching their threshold for stress. The AI is integrated into their user interface and assesses their internet activity and even the tone they use during an email. This tech will also look at any conversations or pursuals of other job opportunities.


Positive Reinforcement


To create a strong company culture, businesses are working toward sharing credit where credit is due. That means acknowledging employees for their continued efforts and hard work. There are currently apps in development that integrate with an employee’s performance metrics or project progress that notify HR and management when they should receive a positive message about their work efforts.




Automation is changing how businesses are run, with more repetitive tasks being handled by computers. This frees up time for HR professionals to be able to ditch the paperwork and focus on more company-centric efforts. Additionally, automation has raised fear amongst many workers who worry their job might become obsolete. HR will have their hands full navigating their people through these changes.




There are a lot of ethical concerns regarding how these various technological developments are being used in the workplace. From automation replacing jobs to questions surrounding privacy in regards to the use of behavioral analysis equipment, employees are resisting many of the changes being put in place. It’s up to HR to find a connection between businesses and employees to ensure everyone’s interests are protected.

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