In the fast-paced world of small and medium-sized enterprises (SMEs), partnering with the business is critical. According to a survey by Keka and People Matters, a staggering 73.0% of respondents highlight the significant influence of MDs, CEOs, and business leaders in shaping talent strategies.  

As these organisations strive to forge a future-ready HR team, the focus lies on key actions that will propel them forward. 32.5% of respondents prioritise “Business Acumen and Partnering with the Business”, recognising its paramount importance in driving success. Additionally, 20.2% are laser-focused on cultivating “Digital Readiness”, embracing the technological prowess essential for navigating the ever-evolving business landscape. 

Which brings us to the question: Just how impactful can HR leaders be in the realm of fast-growing organisations? 

Amidst budget constraints and limited resources, HR leaders confront a multitude of challenges. They grapple with the task of sourcing and securing the right talent while nurturing employee growth within the confines of restricted training and advancement opportunities. To add to the complexity, compliance with rules and regulations stands as a crucial pillar in safeguarding the organisation's integrity. 

In the face of these challenges, HR leaders find themselves at a pivotal juncture. As they rise to meet the demands of a dynamic business landscape, their strategic acumen and digital readiness will become the catalysts for forging a resilient, agile, and forward-looking organisation. Here are five ways they can leverage technology to partner with the business: 

Understanding the business – Alignment, analytics and impact 

HR technology can be a powerful ally for HR leaders in small and medium-sized enterprises (SMEs) to enhance their understanding and alignment with business goals. By actively collaborating with business leaders, HR leaders can gain crucial insights into the company's strategic direction and challenges. Conducting a thorough needs analysis using HR technology helps identify workforce requirements that directly contribute to business objectives.  

HR initiatives can be designed and communicated in a way that clearly aligns with overall business goals, fostering a sense of purpose and motivation among employees. Implementing key performance indicators (KPIs) through HR technology enables HR leaders to track progress, make data-driven decisions, and define a strategic roadmap to achieve business objectives.  

For instance, end-to-end reports and job view dashboards provided by HR technology can offer valuable insights to CEOs and other executives, facilitating strategic alignment and informed decision-making. By leveraging HR technology, HR leaders can stay on the right track and drive their organisations towards success in line with their business goals.

Boosting self-service across the HR lifecycle 

HR Technology plays a pivotal role in boosting self-service in HR management, revolutionising the way employees interact with HR processes. By implementing user-friendly self-service portals and mobile apps, employees gain convenient access to their HR-related information, enabling them to update personal details, view pay stubs, and request time off at their convenience.  

Performance management platforms put employees in the driver's seat as they set and track their own goals, receive feedback, and take charge of their development. Below is an example of a self-service tool for daily attendance.  

Automating repeated tasks in HR processes 

With HR technology, repetitive tasks like payroll processing and benefits administration can be automated, freeing up HR leaders' time to focus on strategic initiatives. HR can harness the power of technology to automate a wide range of tasks, transforming the way HR processes are managed.  

By implementing applicant tracking systems (ATS), HR can streamline recruitment, making it easier to post jobs, screen candidates, and schedule interviews. Onboarding becomes a breeze with automated welcome emails and access to necessary materials. Time and attendance management are simplified through time-tracking software, enabling accurate records and seamless payroll processing. 

Payroll, leave, and attendance are other critical use cases. Automating technology reduces errors and ensures accurate computation – and that includes a variety of use cases including salary, overtime, bonuses, leave and absences under payroll 

As HR tasks become automated, HR professionals can focus on strategic initiatives and employee engagement, ultimately enhancing the overall employee experience with efficient and responsive HR services.  

Understand trends in talent management  

Furthermore, having centralised employee data accessible through HR technology enables data-driven decision-making, allowing HR leaders to analyse trends and identify areas for improvement in talent management and performance. 

HR leaders in SMEs can harness HR technology to identify talent management trends in various impactful ways. By utilising data analytics, HR technology can analyse employee data, providing valuable insights into turnover, performance, and engagement trends. Performance management systems track employee performance metrics, aiding HR leaders in identifying high-performing individuals and skill gaps for targeted development. Applicant tracking systems (ATS) help HR leaders spot trends in candidate sourcing and recruitment efficiency. 

AI-powered analytics can analyse unstructured data for deeper insights into employee perceptions. Real-time reporting allows HR leaders to access up-to-date talent data and respond proactively. 

Engage in continuous listening and feedback exercises 

SME HR leaders can harness technology to foster a culture of continuous listening and meaningful employee engagement. By implementing real-time feedback tools like pulse surveys and instant feedback platforms, HR leaders gain immediate insights into employee sentiments and can address emerging issues promptly.  

Employee engagement apps and social collaboration tools provide interactive platforms for employees to share ideas and concerns, encouraging open communication. Anonymous feedback channels promote candid responses, while sentiment analysis and AI-powered tools help identify underlying trends in employee feedback. 

In today's competitive landscape, where talent is a key differentiator, HR technology emerges as a strategic enabler that allows organizations, particularly SMEs, to stay agile, responsive, and future-ready. Its seamless integration across various HR functions equips HR leaders with the tools they need to optimize efficiency, reduce costs, and unleash the full potential of their workforce.