Article: Capgemini to Amagi: Industry leaders reveal major HR Tech trends of 2024

HR Technology

Capgemini to Amagi: Industry leaders reveal major HR Tech trends of 2024

From HR analytics to cutting-edge AI and beyond, we connected with industry leaders from Capgemini, Amagi, and others to unveil what 2024 holds for us in the realm of HR tech advancements.
Capgemini to Amagi: Industry leaders reveal major HR Tech trends of 2024

Each passing year introduces fresh challenges, technological advancements, shifts in the workforce, and evolving insights to address arising issues. Despite 2023 proving notably productive, it was not without its challenges: AI encroaching on job roles, economic slowdowns prompting layoffs and cost-saving measures, among others. While these hurdles are inherent to business operations, the linchpin remains the employees. 

From their well-being to continuous learning and engagement, seamless functioning across these aspects is pivotal for a business to flourish. Yet, as simple as it may seem, ensuring employee happiness and sustained engagement is no walk in the park—particularly in an era propelled by the most advanced AI humanity has ever witnessed. Undoubtedly, this technology offers a multitude of advantages, but it also ushers in numerous transformations and revolutions, fundamentally altering our understanding and practices of work. 

However, effecting meaningful changes demands a comprehensive grasp of the upcoming employment landscape, especially with regard to 2024. To glean insights into this evolving scenario, People Matters exclusively spoke to industry leaders, unravelling the imminent HR tech trends set to shape the approaching year.

1. The transformative impact of HR analytics

HR analytics stands as a potent tool reshaping business strategies and operational methodologies within companies. Drawing from diverse HR processes and employee data, it unveils workforce patterns, trends, and correlations. This strategic approach empowers enterprises to make well-informed decisions spanning recruitment, performance evaluation, talent retention, and employee engagement.

By scrutinising data encompassing hiring metrics, employee performance, training effectiveness, and retention rates, HR Analytics offers crucial insights into streamlining workflows, identifying skill gaps, and anticipating future trends. Its predictive prowess doesn't just provide retrospective analysis but also forecasts potential scenarios, facilitating proactive decision-making.

“This data-centric methodology not only enriches HR strategies but also profoundly influences broader business strategies, aligning workforce planning with organisational objectives,” said Aarti Srivastava, CHRO – India, Capgemini, and underscored the importance of HR analytics in enabling organisations, regardless of size, to gather valuable insights on employee productivity, fostering efficiency and engagement in the workplace through data-driven tools.

2. The strategic influence of Artificial Intelligence 

Artificial Intelligence (AI) revolutionises operations by automating mundane tasks, enabling human resources to focus on inventive and strategic pursuits. Its predictive analytics aid in assessing risks, empowering businesses to make proactive decisions and foresee market trends. Deploying AI strategically necessitates understanding its capabilities, limitations, and addressing ethical considerations like bias mitigation and data privacy.

Organisations must responsibly implement AI, maximizing its strategic potential. Ultimately, AI's transformative impact lies in its ability to reshape businesses, spur innovation, and create fresh prospects. Effectively leveraging AI enables companies to remain adaptable, navigate changing market dynamics, and position themselves for sustainable growth.

Prasad Menon, Chief People Officer at Amagi, stated, “AI's rising influence in HR, emphasising its role in enhancing scalability, efficiency, and personalisation. AI's ongoing evolution is set to strategically contribute to areas like training, career development, engagement via chat features, and synthesising employee feedback, further shaping the HR landscape.” 

3. The shift to integrated hiring platforms

A growing trend among companies favours unified platforms over complex tool arrays to meet their hiring needs. This inclination highlights a preference for cohesive, all-encompassing solutions that manage the entire hiring process seamlessly. While multifaceted tool stacks offer specialised functions, they often pose challenges in integration, maintenance, and user-friendliness. In contrast, end-to-end platforms consolidate various hiring functions into a single, user-centric interface.

These platforms typically incorporate sourcing, candidate evaluation, applicant tracking, and onboarding features, among others. The allure of these comprehensive solutions lies in their capacity to streamline workflows, diminish operational complexities, and boost overall efficiency. By replacing multiple disparate tools, companies achieve better synergy, enhance collaboration among hiring teams, and maintain a centralized candidate data repository.

Furthermore, Karthik Sridharan, Co-Founder & CEO of, noted that these end-to-end platforms frequently leverage advanced technologies like AI and analytics. “They provide predictive insights, automate repetitive tasks, and facilitate informed decision-making throughout the hiring journey. As businesses increasingly seek efficient and effective recruitment strategies, the adoption of comprehensive platforms addressing all hiring needs is expected to grow. These platforms offer a compelling alternative to navigating through intricate tool stacks, promising enhanced efficacy and seamless operations.”

4. Leveraging a global talent pool 

Accessing diverse talents and perspectives worldwide enables companies to transcend geographical barriers, attracting and retaining exceptional individuals. Technological advancements and remote work options further facilitate recruitment irrespective of physical location, fostering inclusivity and innovation in the workplace. However, this global talent acquisition approach presents unique challenges. Managing teams across various regions requires navigating cultural nuances in communication, addressing time zone disparities, and adhering to diverse regulatory environments.

Deepika Mathur, Head of Human Resources at Teleradiology Solutions, stressed the importance of inclusive recruitment practices, cultivating a welcoming virtual culture, and providing effective communication tools to overcome these challenges. “Embracing a global talent pool empowers HR to form versatile, agile teams capable of driving organisational success. Leveraging diverse talent not only enriches business culture but also introduces varied perspectives, igniting innovation and creativity. Efficiently managing these global teams is pivotal to harnessing the collective strengths of diverse individuals toward achieving organisational objectives.”

Access to a broader global talent pool improves HR capabilities by tapping into diverse skills and global perspectives. Leveraging technological advancements and remote work possibilities enables organisations to recruit and retain outstanding talent irrespective of geographical limitations. This fosters an inclusive and innovative work environment, enriching the overall business culture. 

“In managing global teams, HR must navigate cross-cultural communication, time zone challenges, and varying regulatory landscapes. Successful implementation of inclusive recruiting practices, nurturing a supportive virtual culture, and providing effective communication tools are crucial in this interconnected world. Adopting a global talent pool empowers HR to build dynamic, agile teams, contributing significantly to organisational achievements,” she added. 

5. Employee Experience Platforms

Employee Experience Platforms (EXP) have emerged as pivotal tools in modern workplaces, aimed at enhancing employee engagement, satisfaction, and productivity. These platforms offer comprehensive solutions, integrating various HR processes and tools into a single interface, creating a seamless and personalised experience for employees throughout their lifecycle within an organisation.

EXP typically encompasses functions such as onboarding, training, performance management, feedback mechanisms, and collaboration tools. By centralising these processes, EXPs streamline employee interactions, providing easy access to resources, training modules, and company information. Moreover, these platforms leverage data analytics to gather insights on employee sentiment, engagement levels, and overall experiences. This data-driven approach helps organisations tailor their strategies to better meet the needs and preferences of their workforce.

EXP not only simplifies HR processes but also fosters a more cohesive work environment by encouraging collaboration, communication, and recognition among employees, explained Nita Nambiar, Chief People Officer at Hexaware Technologies and added ultimately, these platforms play a crucial role in shaping a positive workplace culture, driving employee satisfaction, and contributing to organisational success in today's competitive landscape.

“The focus on employee experience will continue to gain prominence, with Employee Experience Platforms (EXPs) taking centre stage. These platforms integrate various HR functions, such as performance management, learning and development, and employee well-being, into a unified and personalised employee-centric experience. This holistic approach will enhance engagement and productivity, creating a workplace where employees feel connected, valued, and empowered, with a strong sense of belonging to the organisation,” said Nambiar. 

6. Revolutionising onboarding through digital integration

Digital onboarding commences even before an employee's first day, often incorporating electronic documentation, pre-employment assessments, and introductory materials delivered via online portals or applications. These platforms serve as centralised hubs for new hires to access vital information, complete paperwork, and acquaint themselves with company culture, policies, and procedures. The digitisation of onboarding expedites administrative tasks, enabling HR teams to prioritise personal interaction and aid new hires in acclimating to their roles. Automated workflows and checklists ensure essential steps are meticulously followed, providing a structured and consistent onboarding experience.

Moreover, interactive elements such as videos, webinars, and virtual tours enhance engagement, facilitating comprehension of company values, team dynamics, and job responsibilities. This immersive approach not only expedites new employees' adaptation but also fosters an immediate sense of belonging and connection. Additionally, digitised onboarding allows organisations to better track and analyse onboarding processes, enabling continuous refinement and improvement of strategies based on feedback and data insights.

Essentially, “digitised onboarding modernises and streamlines the way organisations integrate new talent. It simplifies administrative processes, boosts engagement, and establishes a smoother transition, ultimately contributing to heightened employee satisfaction and retention,” stated Mahima Agarwal, President - HR, CJ Darcl Logistics Ltd.

Happy New Year!! 

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Topics: HR Technology, Technology, #ArtificialIntelligence, #HRTech, #HRCommunity, #Outlook2024

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