26 NZB JUNE 2018
HR SOFTWARE THAT’S AI READY
MYHR DELIVERSacombinationofHRsoftwareandhuman
support–“providing‘tailored’servicesinmuchthesameway
asaconsultantonin-houseHRteam,butwithoutthecost,”
saysEnnor.“Ourabilitytoscalegivesusarichbodyoflive
informationtoensurewe’realwaysacross,notjustemployment
law, but best-practice, trends, case law and risk areas.”
WhenhefoundedMyHRin2013,EnnorsaysNewZealand’sHR
services industry for smaller businesses was “quite stale”.
“It offered only high-cost bespoke services or cheap DIY
services,neitherdeliveringqualitysolutionsinacost-effective
way.Onetradedoffagainsttheother.
“Theobvioussolutionwastheuseoftech,yetwealsofound
anabundanceofHRtechthatsimplydigitisedtraditional
manual processes, rather than transform them.
“[That’s why] we developed and built MyHR.”
Ennorregardstechnologyasthemostsignificantagentfor
change in HR.
“HRcarriesalotofadminresponsibilitiesthatcanbeeasily
automated.AllHRreportingcanbeautomated,including
providing insights and predicative analytics. And meaningful
remuneration reviews, drawn from deep, rich data.”
With real AI (artificial intelligence) the human requirements
willdiminishordisappearcompletely,hesays.Thenfurtherup
thevaluechainmanyaspectsofstandardHRprocessessuchas
recruitment, restructures and disciplinary processes will also
transform.
MyHRsoftwareisalreadyAIready,Ennorsays.“Wehavebuilt
a platform and framework that currently provides automation,
buttherealleapwillcomewhenoursoftwarebeginsto‘think’.
Aswebegintoturnthesefeatureson,thenbuildonthem,the
softwarewillbeabletoprovidesomuchmore.andmanyadmin
taskswilldisappear.”employees is all about building a culture of trust, mutual
respect, and openness.
“Employees these days, especially Gen Y and millennials,
don’t want to be micro-managed. They want autonomy,
to know they can contribute ideas, be listened to and
treated like adults,” Rice says. “It takes courage to relax
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Zealand businesses, but once this is implemented in an
authentic way, most managers will be pleasantly surprised at
the improved productivity, morale and retention rates they
get from their teams.”ADJUSTING WITH THE TIMES
Both sourcing and engaging with workers is not what it used
to be. On the sourcing front, Angeline Long reminds us that
many business managers, especially the younger ones, are
much savvier around sourcing candidates through social
media channels such as LinkedIn, as well as networking and
‘shoulder-tapping’, rather than opting for traditional channels.
“There are a lot of opportunities within LinkedIn for
sourcing candidates, and it’s also worthwhile exploring other
social media avenues.”
But if you opt to work with a recruitment consultant, her
advice is to choose one prepared to work on an hourly rate –
not a percentage of the candidate’s salary. “That way you’re
essentially paying for what you get and can put a limit on
your spend.”
As for engaging with new employees, Long believes it’s
vital to make them feel valued, to understand what their
training and development requirements are (indeed what all
WKHLUQHHGVDQGZDQWVDUH DQGWREHÀH[LEOHRQZRUNKRXUV“Understand that the
workplace is now an
environment of mutual
benefit: what does
the company need/
want? What does the
employee need/want?”
- Jason Ennor, MyHR.