Are Irish companies setting the technology trends?
It’s 2019 and technology is progressing as fast as it has never done before. Business world is developing non-stop and owners and managers have to adapt on the go. Is Ireland a modern and fast-paced business environment or are we lagging behind? Let’s take a look.
Impulsive decision-making is still very common in many businesses, and decisions are often made with very little consideration of the consequences they might cause. Moving beyond the ad-hoc decision-making practice can increase profitability, ensure more reliable returns and create new business opportunities.
Other areas where we can see as key Big Data insights are fraud detection, customer experience improvement, predictive analysis and cost optimisation. As we continue to get a better understanding of Big Data, the next step will be a move away from expensive systems, towards practical and simple systems using software such as Apache Hadoop or Cassandra.
Use of Tech in HR
Technology in HR management makes sure that hard data is always available in order for the decisions to be made based on facts, not intuition.
However, sometimes there is an over-reliance on technology. HR is an not purely numbers, so many decisions have to be used on our own discretion, but it can be challenging to differentiate when some companies are becoming too process driven, and this can have an effect on staff morale.
It’s worth remembering that technology and systems are tools and are designed to assist to run business, not own it – a mistake that some businesses do by over-relying on it. There’s a very clear opportunity to enable people to do more quality work, and be less task-driven, with the proper use of technology.
The appropriate use of tech in HR can lead to an improved retention of talent, higher productivity and increased business results.
While there can be many challenges with Irish companies applying game mechanics meaningfully, gamification has a direct effect on sales patterns that in turn results in deals.
There is definitely room for development of more meaningful use of these techniques, making gamification something that can truly help Irish business, rather than just temporarily boosting customer engagement.
Social Media in HR
There is an obvious need in Irish business for internal risk management protocols in relation to the use of social media. Without clear internal policies for social media use by employees and contractors, the risk of social media being used inappropriately is very real. When internal frustrations relating to the workplace are aired on employees’ personal social media accounts, the reputational damage to an organisation is probably even more serious than the legal implications.
It’s therefore critical for organisations to have clear protocols and guidelines in place for opening and managing these accounts.
Irish business must accept that we have entered into a digital age and an entire generation of workers socialise and interact, professionally and personally, on social media.
There is a growing interest in employee wellness from companies all around the world, and it’s a very positive shift. In Ireland businesses are finding that if they can provide initiatives that keep the employees healthy – both mentally and physically – both the business and its employees win.
Business owners can get much more out of a professionally fulfilled, happy, healthy and engaged employee than out of someone who is frustrated and doesn’t want to be there.
The issue, however, often lies with the employees. Tools to help people find better work-life balance are available, but the staff don’t always use them. Part of that is not knowing how to use them or because people don’t consider them to be important enough, being stuck in old routine or state of mind.
The quicker Irish businesses can help their employees move past these challenges and mental blocks, the better it will be for the society, economy, businesses, and employees themselves.