It requires actively understanding and adapting these trends to future proof our strategies.
HR managers today are tasked with so much more hiring and policy-making. They also need to build a streamlined HR tech stack that addresses the nuanced demands of modern workforces and the dynamic environments they inhabit.
In this article, we’re exploring four areas of HR technology that are setting a new standard for what an efficient, responsive HR department can look like. We’ll also cover how to deliberately craft an HR tech stack so that you’re not just following trends blindly, but actively picking the right tools to improve both employee satisfaction and business outcomes.
First up, let’s cover the one trend that everyone in every department in every organization is already talking about: AI.
More than a third of HR tech leaders are actively exploring generative AI and how it can be used in their organization—a number that is surely growing.
There’s no doubt this technology is reshaping business and HR practices. HR professionals will need to work closely with their IT, legal, and compliance counterparts to understand the potential use cases and benefits (and potential risks) of any planned new strategies.
Specifically when it comes to building a better HR tech stack today, look for SaaS companies that align with your own organization’s approach to AI.
“Growing companies need modern, non-legacy providers who are as invested and up to speed with critical tools like AI as we are,” says Leif Baradoy, Giftbit CEO. “That’s where we have to be as employers.”
And according to recent AI guidance from VidCruiter, teams adopting AI-driven tools should prioritize transparency and fairness throughout the talent cycle. Their research also highlights the growing expectation that vendors provide clear explanations of how their AI features work and how bias is mitigated.
Beyond AI, integrating the following four HR software solutions can help your department successfully navigate today’s shifting HR landscape.
Slower response times, higher chances of errors, and dramatically reduced productivity can be the norm with traditional HRIS platforms. These traditional platforms had their place, but they’re not able to keep pace with today’s fast-evolving business needs.
Instead, next-generation workforce management solutions like Rippling are flexible enough to integrate seamlessly with all the other tools your hybrid, modern workforce is already using.
These systems consolidate all HR functions—from payroll and benefits administration to recruitment and onboarding—into one cohesive platform. Data can flow seamlessly across departments, so that decision-making can be based on comprehensive insights.
This makes them essential for companies aiming to navigate the intricacies of modern work dynamics efficiently.
Our HR team knew they needed to improve their operational efficiency. That’s why we’ve recently switched to Rippling. They’re a leader in their space, because they offer a unified solution that manages not just HR tasks but also IT and operations within the same ecosystem.
“At Giftbit, we're always looking for new, better tools to reflect and support where we’re going,” says Baradoy.
Specifically, here’s why we made the decision to switch up our HR tech stack.
We’re a remote and growing company, with employees spread across multiple countries. Rippling lets us manage all aspects of our global workforce, all in one place.
“Global is important because we’re all global faster, especially with the rise of remote work,” says Baradoy.
Prior to switching to Rippling, our people operations were spread thin across three different solutions. Rippling let us replace these disjointed systems with one comprehensive platform, simplifying everything from payroll processing to compliance management.
This consolidation not only saves time but also reduces the risk of discrepancies and improves data security.
Onboarding is critically important to how we maintain our cultural principles within our growing team. Rippling will let us automate these processes, ensuring everyone has a consistent experience. This also frees up our people operations team to focus on strategy and employee experience.
“The promise of ‘one-click’ onboarding and offboarding is incredibly powerful,” says Baradoy.
Finally, we wanted a solution that could seamlessly integrate with other essential tools that we’re already using, like Google Workspace and Carta. Rippling’s app management also lets us see what apps our team is using for better security.
Ultimately, by integrating Rippling into our HR tech stack, we’re not just upgrading our systems—we're redefining how technology can empower HR to be a central part of our business success.
Every HR professional understands the importance of employee recognition in building a thriving company culture. But many also grapple with finding the time and resources to manage recognition programs effectively. If rewards aren’t easy to send, then you’re not going to send them (or reap the many benefits of doing so).
Managing the logistics of distributing the right rewards to the right people in a timely, personalized manner was usually too much to manage manually by one person when everyone was at least working in the same office. Throw in hybrid or international workers, and the task can seem insurmountable.
That’s why HR teams today need an easy way to automate their employee recognition and incentive processes.
And that’s why digital rewards platforms are quickly becoming a must-have in the modern HR tech stack.
For example, Giftbit is a SOC 2 compliant platform and API that makes it very easy to send digital rewards and payouts, track their usage, and manage employee engagement budgets in real-time.
Keep in mind that digital gift cards (like a Starbucks gift card) and prepaid cards (like a prepaid Visa card) make better incentives simple cash bonuses or physical rewards for a variety of reasons:
Ultimately, recognizing and rewarding employees immediately and effectively boosts morale and engagement, which are key to maintaining a motivated workforce in a competitive environment.
“Cash rewards are not memorable. They lack the personal touch and the emotional connection that can make rewards truly impactful,” says Giftbit CCO Nat Salvione. “Gift cards get results.”
With Giftbit, the same platform you use to manage rewards and incentives can also work for payouts.
For example, sometimes as part of our hiring process at Giftbit, we need to ask for work samples. And since we believe in compensating people for their time, we always pay for them.
These are the types of payouts that HR teams often find themselves tasked with—and they can also be managed and simplified through the Giftbit platform and API.
Just like when choosing your workforce management solution, you’ll want to look for employee recognition software that is global, that is easy to set up and use, and that will integrate with your existing workflows.
Specifically, you’ll want to choose a tech solution that you’ll be able to integrate seamlessly into your existing HR systems. Whether you’re just sending a token of appreciation here or there, running several spiff programs a year, or managing ongoing anniversary gifts for thousands of employees, your HR team should be able to do it all with just a few clicks.
And since Giftbit integrates through 1000s of apps through Zapier (like Slack, Hubspot, and Google Sheets), you can get a rewards program up and running that works with your existing tech stack in minutes.
As a result, HR teams can focus more on strategy and employee engagement, rather than the intricacies of reward management.
Pro-tip: You’ll also want to choose a platform that provides a wide range of reward options—from gift cards to charitable donations. By giving employees a complete choice from your employee rewards catalog, you’ll be better able to ensure that your rewards and incentives will be well received.
HR managers who worked through the pandemic know what it’s like to see their responsibilities expand. Now that things have settled, hybrid work is still continuing to push these boundaries.