Like all other professions and fields, the HR world is also adapting to the digital age. The automation of various HR functions means that most HR words have now become redundant. These words are now replaced by more tech-specific HR jargon that is relevant to the modern digital lingo.
The new HR jargon is fascinating, and like all other aspects of the profession, HR employees must make an effort to familiarize with the change in conversation.
In the ever-changing HR world here are three terms that you should be aware of currently:
SMAC
SMAC is an abbreviation of social, mobile, analytics, and cloud. In the modern world, it is fairly easy to connect with the employees, after all both the HR and the employees have a mobile in their hand. Companies that are creative with their use of connectivity are the ones that excel in the industry.
Similarly, it is not only about connecting with the employees, but the use of SMAC provides the company with a method to analyze vast quantities of data, and to make predictions about the work force.
Information is stored in the cloud and employee profiles and can be shared amongst others for learning processes.
Digital Workforce
The term digital workforce is often used in relation with digital HR. With the changes in technology, the operations of today are changing too.
The staff that we have today is increasingly flexible, and unlike in the past, can work from even a distant corner in the world. The use of data and analytics allow us to administrate and operate more efficiently as the technology automates these traditional functions.
These changes require a high deal of flexibility, meaning that HR should have the ability to work both remotely and automatically to gain insight into real-time data.
People Analytics
People Analytics is the use of HR analytics on people data to help problems related to HR. The HR term is becoming increasingly popular as companies of today are looking to use both descriptive analytics and people analytics for the well-being of the workforce.
They use both the statistics to understand the current standing of an employee and to predict their future performance. The statistics help HR determine which employees should be terminated and the ones which should be retained or hired. It also helps them in understanding the employees that are most suitable for future leaders and the face of the company.
People Analytics is also referred to as Human Capital Analytics (HCA)
These are some of the terms that you need to know. There will be an addition to this list as time passes and as you gain more experience in the industry.
