Future Trends: What’s Next for HR Technology

Talent Report+THRIVE

Description: Explore the intersection of HR and cutting-edge technology in this week’s episode of 30 minute THRIVE. Join us as our expert guest, Tricia Shields, VP of HR at MRA member company Naviant, Inc., delves into how AI and technology are transforming HR practices, addressing challenges, and shaping the future of work. Tricia shares valuable insights, examples, and tips for HR professionals navigating this exciting landscape.

Resources:

Naviant - Human Resource Process Solutions

MRA Membership

About MRA

Let's Connect:

Guest LinkedIn Profile - Tricia Shields

Host Bio - Sophie Boler

Host LinkedIn Profile - Sophie Boler

Transcript:

Transcripts are computer generated -- not 100% accurate word-for-word.

00:00:00:00 - 00:00:21:03
Unknown
Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here.

00:00:21:05 - 00:00:46:12
Unknown
Now it's time to thrive. Well, hello everybody, and welcome to this episode of 30 Minute THRIVE. So episode 65, actually. So it's kind of a special one today. But today we're really going to be exploring the intersection of HR and cutting edge technology. So I'm joined with our expert guests on the topic. Tricia Shields. She's a vice president of HR at MRA member company NAVIENT.

00:00:46:14 - 00:00:57:14
Unknown
And Navient actually provides business process and digital transformation consultations. So it's a perfect topic to talk with you today. Tricia I'm excited you're here.

00:00:57:14 - 00:01:11:09
Unknown
Yeah. Thank you. Sophia. I'm glad to be here, actually. And i know you actually talked on this topic at our HR Conference this past year, too, and this topic has just been a really highly requested one from our listeners to on the podcast.

00:01:11:09 - 00:01:34:11
Unknown
So i'm excited to just hear your insights and tips and any advice you really have for professionals that are starting to or in the middle of kind of navigating this landscape. So could you provide just a quick overview on how technology has really evolved over the years and kind of where we are today with technology and in the field of HR

00:01:34:11 - 00:01:38:21
Unknown
Specifically? Yeah, that sounds great. Thanks again for having me.

00:01:38:21 - 00:01:59:17
Unknown
Yes, i kind of think about the history in a lot of ways. I feel like I've kind of grown up with technology now that technology's always been available to me. But if I think about the beginning of my career, which is just kind of over 20 years ago now, when I was first interacting with technology as it relates to HR, I really wasn't interacting with it at all.

00:01:59:17 - 00:02:25:06
Unknown
So, you know, I think about my first job out of college when I needed to do something from an HR perspective, from an employee perspective, I was walking down to the HR department and I was filling out a piece of paper. And that HR professional was taking that information and maybe just storing it in their filing cabinet. Maybe they were untreated it into the system.

00:02:25:07 - 00:02:53:17
Unknown
So certainly HR systems were around in that kind of late nineties time. Some organizations had adopted those and kind of the availability of the types of technologies that were available in them was vastly different across different organizations. So certainly we've seen a lot with the evolution of HR systems over the last 20 years and how we're utilizing those within our organizations.

00:02:53:19 - 00:03:26:12
Unknown
We've also seen a lot evolve as it relates to process specific technologies. So, you know, thinking about things like our applicant tracking systems or performance management systems, maybe our learning management systems, but we've seen a lot more technologies coming on to the market to help support some of those key focus areas within HR. And then I think about today and just the rapid expansion that's happened maybe over the last five, seven years.

00:03:26:14 - 00:03:46:20
Unknown
You know, we're talking about these more robust human capital management systems that are really taking care of a broad scope of a lot of the work we're doing within HR. You know, I commonly am in conversations about integrations and how do we integrate all these technologies so that they're talking to each other.

00:03:46:20 - 00:03:53:22
Unknown
Automation technologies is is huge. That's a lot of where we're seeing a lot of the time savings

00:03:53:22 - 00:03:58:17
Unknown
and and maybe more of the A.I. components of HR technology.

00:03:58:17 - 00:04:34:02
Unknown
And we're hearing a lot more around the automation technology space. So definitely, you know, seemingly more complex technologies. But their technology is nowadays that if we're able to adapt to them and lean in, they should be making our lives easier as HR Professionals know. Absolutely. And i, i would just add on to that just communication like in general, like, I'm just thinking of our HR team here, and, I mean, if our internal HR team needs anything from me or any employee in the organization, I'll get a little chat from them.

00:04:34:02 - 00:04:42:16
Unknown
It's not like they need to come walking down and grab me, right? It's just so quick and easy, like you mentioned. And even the two.

00:04:42:16 - 00:04:48:04
Unknown
Just like that. Quick, easy automated messaging, like you mentioned tools. Yeah, changed.

00:04:48:04 - 00:04:58:15
Unknown
We're kind of just going off of that conversation. Can you provide or do you have any examples of how these technologies today are being utilized in HR?

00:04:58:17 - 00:05:18:15
Unknown
Yeah, I mean, even maybe before speaking specifically to any sold technology, you know, I think digitization is a really big foundational piece in the HR space as it relates to technology and how we're going to use technology within our organization. So just that whole,

00:05:18:15 - 00:05:34:00
Unknown
you know, we made a commitment certainly at Navient and a lot of organizations have to digitizing their documents so that we're no longer kind of tied to paper processes and the manual process that really comes along with that.

00:05:34:00 - 00:06:01:15
Unknown
So just finding opportunities and this was always my question as I built out our automation and technology usage at Navient was, all right, I have paper documents. Do they need to be in paper form? I mean, I'm excited to share that we're 100% paperless at Navient. And, you know, organizations absolutely have the ability to do that. And once your documents are digitized, there's so much more that you can do with those from a technology perspective.

00:06:01:16 - 00:06:28:16
Unknown
So I would like to share that kind of kind of as a kind of based or within HR Some of the technologies and I'll just name a few. I mean, we're using technologies for all aspects of HR, so I could really rattle on like, the entire candidate and employee experience and how we're using technology. But one example that I'll give is performance management system at Navient, we call them our quarterly check ins.

00:06:28:16 - 00:06:52:13
Unknown
I know some organizations will do those annually, some different timeframes as we do those from a quarterly perspective. And I think about how did that look historically. When I started in my role at Navient 15 years ago, it was a piece of paper and I printed it and I walked it to the manager's office with their kind of stack for their employees, and they gave it to their employee to fill out their portion.

00:06:52:13 - 00:07:14:08
Unknown
The employee gave it back to the manager. Hopefully the manager gave it back to the HR Professional performance management was always such a big lift. And HR, like all HR Professionals that had to go through that had it in those historic days will speak to that. You had to be kind of a nagra department nagging people like i got to get these back.

00:07:14:14 - 00:07:40:15
Unknown
But now if i look at how we're utilizing technology, so we're utilizing and process automation technology that essentially is taking that digitized document and it's it's, it's re re rerouted that flow or not reroute it, but it's kind of it's designed that flow around how we used to do that manually. So I actually don't even see that performance management process in action.

00:07:40:17 - 00:07:44:18
Unknown
The forms are provided to the managers and the employees real time

00:07:44:18 - 00:08:12:10
Unknown
specific to some predefined dates and how we want that process structured. Now as an HR Professional, i'm no longer having a follow up on those manual processes, but i also have the information available to me if i do need it. So if i want to look in and maybe have access to the final results when those are completed each quarter or an annual result, i can create my access into that system to see that as well.

00:08:12:10 - 00:08:24:16
Unknown
So that's a great example of how we can use technology within that performance management space. I'll even just say on the employee data management side, and you made a great reference to that, Sofi, with

00:08:24:16 - 00:08:41:10
Unknown
how you're interacting with HR And I look at just these self-serve options that are available within a lot of the platforms that we're utilizing, whether that's your system or some other type of employee technology system that you've adopted organizationally,

00:08:41:10 - 00:08:49:07
Unknown
you know, back in the day, i used to, you know, fill out a piece of paper of my address, change and hand that into HR

00:08:49:09 - 00:09:15:00
Unknown
Well, I don't need that anymore. I don't want to spend time collecting that paperwork, needing to store it, doing the data entry into the different systems. Instead, I can utilize technology to give the employee a self-serve option that they can go in whenever it's convenient for them, make those changes, and then really train the technology to make the appropriate updates.

00:09:15:02 - 00:09:42:05
Unknown
Like I may never need to know if you just moved from one neighborhood within the same city to the next that navient We're 100% remote and hub remote company across the nation, so i do need to know or one of our HR Professionals does need to know if they're moving multistate and so we can set up that notification within the technology to really give us the information that we need real time for each one of those users.

00:09:42:07 - 00:09:49:13
Unknown
Yeah, I love that you brought up the notification aspect, too, because I know personally that's just something that's helped me a lot

00:09:49:13 - 00:10:06:17
Unknown
with any anything HR Related time sheets or goal setting or goal setting system. You know, you get your notification every week or so. Hey, make sure. Yeah. So it's not so much a job of nagging people anymore.

00:10:06:17 - 00:10:32:16
Unknown
It's like an automated. Hey, make sure you fill this out like an email each week, which is so nice and right. We don't have to, like, manually remember these things either. Yeah, absolutely. And like with our goal setting system, like my manager is able to tell when I go in there and edit something or change something. So I don't always have to be like, Hey, can you go in there and work and write my goals or anything?

00:10:32:16 - 00:10:36:07
Unknown
So yeah, examples. But

00:10:36:07 - 00:11:07:00
Unknown
kind of going off of that, do you see any specific challenges or really pain points in HR That technology is really helping to improve or address? Yeah. I mean, i would definitely say, you know, one of the key drivers is time. You know, just the scope of what HR Professionals has is working on has really evolved over all the time that all this technology has been available to us.

00:11:07:01 - 00:11:41:14
Unknown
You know, i would think back to kind of my early years of HR I was doing kind of the things that HR professionals typically do as far as managing, you know, specific processes. But our world has changed and we're being asked to find ways to be more strategic and how are we being strategic and bringing in really solid candidates to the organization and how are we being strategic to have a really whole employee experience so that we're retain in our top talent And so we need time to do that.

00:11:41:14 - 00:12:02:15
Unknown
So if we're still manually processing tasks and and entering things in multiple systems and trying to manage that data, we don't really have that time to be strategic. I just think about, you know, my interaction with other HR professionals during the pandemic and all the things that came up that were kind of additional duties for us to do during that time.

00:12:02:17 - 00:12:17:14
Unknown
You know, how do we have time to be strategic? And my answer is lean in and technology, because these pieces are available to help save you time so that you can, you know, spend more time being strategic. My kind of tagline or one

00:12:17:14 - 00:12:25:06
Unknown
piece that I always like to say is utilizing technology is allowing us to put the human back in human resources.

00:12:25:06 - 00:12:46:21
Unknown
So I don't want to spend my time updating an employee's address or moving, you know, a piece of data from one place in the organization to the other. I want to have meaningful conversations with our employees and with our candidates. And I really feel like, you know, leading edge technology allows us to do that.

00:12:46:21 - 00:12:51:07
Unknown
Just that. And the other piece I would bring up is just kind of the management of the amount of data.

00:12:51:07 - 00:12:57:12
Unknown
I mean, we are holding so much data within HR And it's hard to keep that all straight

00:12:57:12 - 00:13:07:22
Unknown
as far as where the data should be stored. How long should we be storing it for? Who should have access to the data, who needs it at these different periods of time

00:13:07:22 - 00:13:12:23
Unknown
to try to do that from a manual perspective or not utilizing technology?

00:13:13:00 - 00:13:21:02
Unknown
Maybe it's even in an Excel spreadsheet that you're kind of keeping track of this. There's just so many more opportunities for there to be error with that

00:13:21:02 - 00:13:33:19
Unknown
that I feel like, you know, that the managed utilizing technology to manage the data is a huge benefit of these HR Technologies. And I even think about that from a compliance perspective, right?

00:13:33:21 - 00:13:54:13
Unknown
It used to be that we would hand out employee handbooks in a paper form and then we'd ask them to sign a piece of paper to say that you received the new employee handbook for the year and turn that back into HR Well, did i get everybody's form back? Did I miss an employee that maybe started while i was doing that process?

00:13:54:13 - 00:14:20:08
Unknown
So being able to leverage technology for pieces like that from a compliance perspective is is priceless. Yeah, those are all great, great points. And I'm, I guess I'm curious to know what you're doing at Navient too. Can you share any examples of successful HR Technology implementations that have really positively impacted your organization? Yeah,

00:14:20:08 - 00:14:22:05
Unknown
you know, our applicant tracking system.

00:14:22:05 - 00:14:30:24
Unknown
So we're utilizing an applicant tracking system to manage our candidate experience. You know, historically, prior to utilizing that technology,

00:14:30:24 - 00:14:46:08
Unknown
we were manually managing that. So just, you know, thinking about the number of candidates that we see at any given time for our organization, we're getting flooded with candidates when we open a new requisition. I know that's not the case for everybody.

00:14:46:08 - 00:14:56:13
Unknown
And every industry, but certainly being a remote company in the technology space that's opening our candidate pool to the entire nation, that makes a significant difference.

00:14:56:13 - 00:15:10:17
Unknown
So that's a challenge. We need to figure out how we're going to manage all the data points that come with that. So, you know, this technology is handling the posting and its handling the communication with candidates.

00:15:10:19 - 00:15:33:08
Unknown
It's handling the communication with our internal staff. And that would always be kind of a exchange of emails. And did I send this person this email to communicate that or not about this specific candidate or that's all happening right within the it's platform. You know, this technology can handle scheduling, which can be complex, especially when you get multi interviewers and things like that.

00:15:33:08 - 00:15:40:21
Unknown
We're also using that technology for our offer management, so we want it to be paperless and seamless with that process as well.

00:15:40:21 - 00:15:48:17
Unknown
And then we have other built in integrations with that for like our assessment tool that we have all new or all candidates complete

00:15:48:17 - 00:16:15:18
Unknown
as well as our recorded interview. So that's another one that I'll share. So in this came off of a partnership with Amira is we were introduced to the idea and the concept of utilizing video technology in lieu of recorded or in lieu of phone screenings, which is kind of how all of our organizations, I think historically did that was have an HR professional call and ask questions, not really sharing

00:16:15:18 - 00:16:26:03
Unknown
a lot at that time, but just asking questions and receiving the information, Well, why wouldn't we utilize a video technology to do that instead? There are so many wins that come along with that.

00:16:26:03 - 00:16:28:19
Unknown
So that's another one that I'll mention.

00:16:28:19 - 00:16:37:18
Unknown
And then I guess the last piece just kind of on talking specifically about the Navy and technologies that we utilized is really our employee process automation.

00:16:37:18 - 00:16:41:10
Unknown
So in it's candidate and employee, but

00:16:41:10 - 00:16:42:15
Unknown
it's a little,

00:16:42:15 - 00:17:06:04
Unknown
you know, I guess I'll explain it like these are the technologies like Navient specifically is using a technology called OnBase and OnBase is what is flowing our data through our organization. And you can have different applications, but what's really creating the process flow that in a professional or somebody else in the organization would historically be doing.

00:17:06:06 - 00:17:18:18
Unknown
So this automation technology, we've kind of trained it to do the manual repeatable things that HR Professionals or others in the organization have historically been doing.

00:17:18:18 - 00:17:33:09
Unknown
So it's everything from the higher process through retire. So it's our performance management system. It's where our new hire surveys are tracked. It's where HR Is communicating with our internal i.t. Team to say we have a new employee.

00:17:33:09 - 00:17:55:11
Unknown
Let's make sure that all their i.t. Things are set up prior to their first days. So that's been probably the biggest component of our technology offering and really what's made a big significant difference on an hourly perspective. Absolutely. That's those are awesome ideas and that's great to hear that they're there working out for your organization. They're successful.

00:17:55:11 - 00:17:58:22
Unknown
And I know working with technology isn't always easy.

00:17:58:22 - 00:18:25:18
Unknown
And some people may say they are like tech savvy or some people are just uncomfortable, or some organizations even are uncomfortable with kind of moving forward with technology. So do you have any or I guess have you seen any like common misconceptions or concerns that HR Professionals have about adopting technology into into their work? Yeah.

00:18:25:18 - 00:18:29:24
Unknown
I'll address this one in a really short way and hopefully this is reflective.

00:18:29:24 - 00:19:04:04
Unknown
And it's not just any it's not just HR Professionals. I think it's anyone that might be a bit hesitant. Technology. One of my favorite quotes that i heard kind of just working in this space is we're not going to be replaced by technology. So if that's a concern that maybe the technology is going to do my job going forward and the organization will need me, we're going to be replaced by people that have adopted technology and leaned into it and really explored how they can use it, because technology is here and just more of this is coming.

00:19:04:04 - 00:19:24:02
Unknown
So your ability to adapt and be open minded to how you can utilize technology and how you can use it to your benefit to potentially be more strategic is a huge benefit to each of us. That's that's a great point too. I feel like I hear that all the time. Like we're all going to get replaced by tech, right?

00:19:24:04 - 00:19:53:03
Unknown
But that's like the opposite. Like you want to know everything you can about technology to use that and better yourself and in your organization. Yeah, absolutely. So we've talked about how technology has evolved throughout the years, but how about the role of HR Professionals? How has how is that evolved with the integration of technology and what new skills are really becoming essential now nowadays?

00:19:53:05 - 00:20:25:04
Unknown
Yeah. Good question. I think about that even with the question prior, you know, our our role has how that's evolved is we're no longer managing data at a micro level. So hopefully. Right. That's the case and that's certainly how our HR kind of experience is evolving. You know, I may never touch someone's benefit election form where that was likely a multi-touch historically before I was utilizing technology

00:20:25:04 - 00:20:35:09
Unknown
and then really kind of what skills can we adapt to be more essential in our roles is becoming more technical and strategic.

00:20:35:09 - 00:21:01:16
Unknown
And I know that's kind of a very generic answer, but, you know, HR is not doing what HR used to do. Yes, those core functionalities fall within our space, but our day to day work is really changing. And so finding ways to kind of think outside the box and I think we'll talk in a little bit as well about some of those key skills about how to embrace and engage technology.

00:21:01:18 - 00:21:30:08
Unknown
Absolutely. And how about now looking at kind of at a different angle, are there any ethical or privacy considerations that HR Professionals need to be aware of one kind of going through this technological landscape and process. Yeah, definitely. I mean, you know, i think about that ethical and privacy consideration. It's huge in HR Right. We are holding some of the most confidential data within the organization.

00:21:30:08 - 00:21:54:14
Unknown
You know, people's personal information is kind of within the realm of what we have in our systems. And really it's the same rules apply as have always applied. You know, we've always had that sensitivity piece and actually it's many more rules because there's a lot more state and federal compliance pieces that are coming out around employment law that we need to track and sure, we're being sensitive to.

00:21:54:14 - 00:21:58:20
Unknown
So, you know, I think that piece absolutely still applies.

00:21:58:20 - 00:22:13:03
Unknown
I think our own s as HR Professionals as really to ensure that we understand those and ensure that they're supported within the technology cases that we're using and ask those questions of the vendors and partners that we're working with.

00:22:13:03 - 00:22:16:12
Unknown
You know, I think about even just digitizing filing cabinets.

00:22:16:12 - 00:22:40:03
Unknown
And i think i spoke a little bit to that earlier. And what technology are you going to store that data and who's going to have access to the different types of file? Certainly not always the same people to all the different types of data. How are you doing document retention in a digitized system versus how we used to do that and more of a paper system.

00:22:40:05 - 00:22:45:21
Unknown
So certainly employer employee filing cabinets is a significant piece of that as well.

00:22:45:21 - 00:23:08:06
Unknown
I'm going to give just a little warning here. So I would say don't avoid technology and the benefits that you can get from utilizing technology because of these fears almost heighten your experience and your curiosity, the technology that you're going to use or thinking about using based on that fear.

00:23:08:06 - 00:23:31:01
Unknown
Right. Ask questions, do research, you know, talk to your peers, talk to other partners, like Emory is a great partner. You know, what are they doing from a technology perspective? Certainly when I'm looking to evaluate a new technology, I'm ensuring that I'm feeling pretty confident that those things are answered prior to investing in that technology.

00:23:31:01 - 00:23:34:24
Unknown
Absolutely. And I guess that's a perfect way into the next question.

00:23:35:01 - 00:24:00:08
Unknown
Some organizations or HR Teams may have not tapped into any technology yet. So do you have any best practices or advice for teams looking to start incorporating technology into their organizations? Yeah. And actually, when we did the MRA conference last year, we did a poll to kind of see where people at from that technology adoption or adoption perspective.

00:24:00:08 - 00:24:26:09
Unknown
So, you know, kind of core is digitizing and like finding opportunities to digitize. Are there documents that are in paper form that can be digitized and identifying what those are and kind of moving forward with that? I would say utilizing your vendors so vendors, partners, you know, who is really speaking in that HR Technology space trusted partners that you can lean on to help

00:24:26:09 - 00:24:28:05
Unknown
help you with that incorporation.

00:24:28:05 - 00:24:49:10
Unknown
You don't have to be a technology expert, but you need to have kind of the right partners and the right vendors that kind of talked about, you know, be curious, you know, look at look at your current processes. I think about that almost every day. Is there a process that I'm doing that I don't need to do because it's very manual and it's not using my human element in order to achieve that?

00:24:49:12 - 00:24:53:02
Unknown
Is that something I can put within one of the technologies that are available?

00:24:53:02 - 00:25:06:22
Unknown
Yeah. And so kind of that B curious piece. The other thing I'll add to that real quick is, you know, like I remember last year everyone was talking about or me was earlier this year, everyone was talking about techy beauty and what does that technology mean and how are we going to utilize that?

00:25:06:22 - 00:25:27:05
Unknown
And I mean, that was true for me too. I was asked by a fellow up here, what did I think about chat and how that was going to change the landscape of human resources and how we adopt technology. And I don't know. So then I look into that. I talk to people who's using chatbot for HR What are they using it for?

00:25:27:07 - 00:25:50:05
Unknown
Are there opportunities? You know, and i kind of ask myself these questions rather than why shouldn't i use that you and how should I use that? Or how could I use that? And who else is using it in a really successful way? And would that make sense within our organization? Yeah, absolutely. I always be curious and always be reevaluating your current processes.

00:25:50:07 - 00:26:07:10
Unknown
Absolutely. So we've talked a lot about HR Technology implementation with the organization and the employer specifically. But how about from an employee perspective, what are really the benefits of an employee using technology?

00:26:07:10 - 00:26:22:17
Unknown
Yes, i think two things i would point out here. One, we've kind of already cover, which is the self-service piece. I mean, there's such a huge value in employees being able to have the data that they want real time, whether that's going in to have access to a system to update their address or is it?

00:26:22:17 - 00:26:34:05
Unknown
I want to see what my manager and I collaborated on around performance management last quarter, just to refresh myself, if I'm, you know, kind of keeping up with what we had talked about,

00:26:34:05 - 00:26:46:09
Unknown
there's just a huge value in them having real time information and self-serve options. The other piece that I would say is a potential benefit is really how HR

00:26:46:09 - 00:27:07:04
Unknown
Can be utilized within your organization. You know, i don't really want to talk to employees about like, here's a copy of last year's w-4. I want them to have access to that so that I can be having really meaningful conversations with our employees. You know, my day is primarily spent talking to employees about, you know, how are they driving their careers forward?

00:27:07:06 - 00:27:35:19
Unknown
Are there communication challenges that they're having within the organization that we can walk through and help to strengthen that development for them? How are they learning and growing or things like that that are more of the human element side of HR For sure. Well, you kind of mentioned this chat to bettina. Last question, but everyone always wants to know, like, what's the next biggest technology thing?

00:27:35:19 - 00:28:08:00
Unknown
What's the latest and greatest thing? So I guess what trends do you really foresee in the future of our technology and do you have any advice on how HR Professionals can really prepare for these changes? Yeah, you know, i don't know that i would speak to any one specific technology. I think we're going to continue to see more growth in some of our more robust like the risks or hcm technologies we're going to be hearing more about.

00:28:08:02 - 00:28:37:01
Unknown
I mean, I think we've just cracked the surface and I don't even know that we're fully utilized in that to its full capabilities within HR So i think more around that artificial intelligence, certainly the automation space as we see our organizations adopting to more automation type technologies for their core line of business. I think our professionals are going to have opportunity to really tap into that, to provide automations for the work that they do.

00:28:37:03 - 00:28:40:12
Unknown
Definitely more around integrations. We're seeing a lot with

00:28:40:12 - 00:28:58:07
Unknown
technologies that have the ability to integrate with other technologies, but we're also still using some technologies that won't integrate, or they have very limited integration capabilities. So I think we're going to see more around that. And then certainly some of these emerging technologies, you know, and catch up would certainly be an example of that.

00:28:58:07 - 00:29:01:01
Unknown
And then I guess maybe I'll answer on the preparing for,

00:29:01:01 - 00:29:03:13
Unknown
you know, and I think this kind of just goes back to,

00:29:03:13 - 00:29:23:15
Unknown
you know, lean in now so that it almost eases that lift later on. So what aren't you familiar with in the technology space right now, or what gives you hesitation in the technology space? Have, you know, have dialog and learn more about that now because it's not going to get scaled back and it's not going to stay the same.

00:29:23:17 - 00:29:43:19
Unknown
We're going to continue to grow this technology experience as we're seen in kind of all areas of our lives. And so kind of jumping on that and starting to take just some initial steps will absolutely benefit folks as they can to as we continue to go. Yeah, absolutely. And there's great resources out there and we'll provide some resources on

00:29:43:19 - 00:29:47:10
Unknown
just specific tools or different HR

00:29:47:11 - 00:30:08:10
Unknown
Technologies that you can learn more about. But as we wrap wrap up here, are there any other specific platforms, tools or resources that you want to recommend to our listeners and our HR Professionals who are interested in kind of exploring technology in their work. Yeah, absolutely. So, i mean, i would say some of the standard ones, you know, HR

00:30:08:12 - 00:30:35:23
Unknown
I asked tools, whatever that might be. Explore what you have, explore what the offering is within that certainly app our applicant tracking systems. I will kind of do a shout out for the recorded interviews where using a technology called badge and we got that through. We got that partnership through our partnership with MRA. But it's been a game changer on the candidate side, both in the candidate experience as well as our internal experience.

00:30:36:00 - 00:30:52:04
Unknown
And then I think just this whole piece around document management technologies and automation technologies. So I mentioned we're utilizing OnBase as the technology that we're utilizing. But I think just leaning into those automation processes, it's it's a significant

00:30:52:04 - 00:30:59:00
Unknown
value on the side. Yeah, No, that's helpful to hear kind of where you're at and what's been successful for you.

00:30:59:00 - 00:31:19:17
Unknown
So that's that's great. But Tricia, I want to thank you for being on the podcast today and really sharing your expertise and tips on the latest in HR Technology. So to our listeners, if you liked our chat and topic today, i would urge you to comment something new that you learn or anything that you really want to add on to this conversation.

00:31:19:18 - 00:31:43:00
Unknown
We want to hear what you're doing. What are your trends? What are your ideas? And don't forget to share out this episode and consider joining MRA. If you aren't a member or member already. We have all the resources you need in the show Notes below, including resources on our topic today and Tricia's contact information. If you want to get in touch with her or ask any follow up questions otherwise.

00:31:43:00 - 00:32:03:03
Unknown
Thank you so much for tuning in today. And Tricia, thank you again. And that wraps up our content for this episode. Be sure to reference the show notes where you can sign them to connect. For more podcast updates, check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA's 30 minute Thrive so you don't miss out.

00:32:03:04 - 00:32:07:21
Unknown
Thanks for tuning in and we'll see you next Wednesday to carry on the conversation.