Using Technology to Support HR's Changing Strategic Priorities

By Cornerstone Editors

In 2020 HR leaders listed their top strategic priorities as (in descending order) employee experience, leadership development, learning transformation, next generation leaders, and people analytics. Just one year later, however, that list has been radically transformed:

  1. employee well-being / mental health
  2. diversity, equity, and inclusion
  3. leadership development
  4. employee experience
  5. manage[ment of] remote workers1

This shift is in large part a response to the COVID-19 pandemic, which brought to the fore the need for strong leaders, more equitable representation within the workforce, and the rise of hybrid work. But even with these changes, the emphasis on technology solutions to support HR activities remains low: just 37 percent of the HR leaders surveyed said they would want to improve existing technology if their budgets allowed.

Rather than viewing technology as a "nice to have" option, HR leaders must look to it as a "must have" tool essential for meeting any strategic goal -- even when the organization's priorities change over time. By leveraging technology, HR leaders can create a connected experience, address some of their most urgent priorities, and reach their strategic objectives.

Online learning supports employee mental health and well-being

The pandemic took a toll on everyone's mental health. As the world learns to manage the reality -- and uncertainty -- of COVID-19, employees are starting to prioritize their mental well-being. From employers' perspective, this new focus is a good thing, because improved employee mental health actually leads to increases in productivity. Technology is a valuable tool to give employees the support they need. For example, employees achieve better work-life balance by exploring digital learning content on topics such as stress management, mindfulness, and meditation.

Technology drives successful DEI initiatives

There's no shortage of research to suggest that implementing diversity, equity, and inclusion (DEI) initiatives in the workplace can improve performance, increase innovation, and bring other positive benefits. With the right technology tools, companies can drive DEI across entire organizations.

For example, HR professionals can fully intend to interview a pool of candidates with a variety of backgrounds, but that doesn't necessarily mean they will hear from diverse applicants. Artificial intelligence can flag biased language in job descriptions and improve them so they attract a wider pool of candidates. Combined with analytics, AI can also identify whether salary and promotion decisions are equitable within a company. Moreover, learning content can also be a valuable tool for driving DEI initiatives internally by educating employees about -- and supporting them in addressing -- their unconscious biases and by shining a spotlight on any inherent bias within the organization

AI and analytics bolster skills development

Leadership development remains near the top of the HR priority list, with overall skill development becoming increasingly necessary for organizations to drive growth and retain employees eager for career opportunities. Technology that leverages employee data strengthens the quality of resources HR teams can offer employees and helps move the needle on strategic goals.

Analytics platforms will be a boon for HR teams seeking to understand and meet organization-wide development needs. Whether applied to leadership training or other skills courses, AI and employee data together can ensure that the most relevant learning opportunities are delivered at the point of need. Enlisting a technology platform that offers online training is critical to driving leadership and other skill sets, especially when organizations operate remotely.

Connected technology as a driver for progress

The real value of technology tools in HR doesn't come only from addressing these individual challenges. Instead, a true technology solution for HR's evolving needs is one that is connected, rather than siloed. Today's HR teams face a saturated market of offerings that solve different needs: one solution for learning, one for recruiting, one for performance, etc. It's no wonder then, that the vast majority (82 percent) of talent leaders who are using HR technology "struggle with adoption challenges."2

As HR's strategic priorities change, technology solutions evolve alongside them. In fact, the global HR technology market is expected to grow significantly over the next few years, "from USD 24.04 billion in 2021 to USD 35.68 billion in 2028."3 To see the benefits of these technology tools, HR teams need a connected solution -- one that fosters a cohesive experience and allows HR departments to expend time and energy productively, without the need to toggle among platforms for different tasks or choose among solutions that support one goal over another.

In the years to come, how teams connect and perform their jobs will continue to shift, as will HR's strategic priorities. By implementing comprehensive, connected technology tools, a company can prepare itself for the future -- and whatever unknowns it brings.


1 Future Workplace. 2021. "2021 HR Sentiment Survey: Five Strategic Priorities for the Hybrid Workplace." Future Workplace website, futureworkplace.com/ebooks/2021-hr-sentiment-survey.

2PwC. 2020. "PwC's HR Technology Survey 2020." PwC website,www.pwc.com/us/en/services/consulting/workforce-of-the-future/library/hr-tech-survey.html..

3CFortune Business Insights. 2021. "Human Resource (HR) Technology Market Size, Share & COVID-19 Impact Analysis, By Component (Software and Services), By Deployment (Cloud and On-premise), By Industry (BFSI, IT and Telecom, Government, Manufacturing, Retail, Healthcare, and Others), and Regional Forecast, 2021-2028." Fortune Business Insights website, June, www.fortunebusinessinsights.com/human-resource-hr-technology-market-105437.

About the author:

Cornerstone OnDemand works with hundreds of the world's largest companies and thousands of smaller ones to help them recruit, train, and manage their staff; engage their workforces; and empower their people to achieve great business results.