Top Issues in Human Resources

The business landscape is changing and with it, human resource professionals need to keep up with the changes.  Today companies are facing multiple issues, dealing with Covid-19, rapidly shrinking economic outputs, increased safety demands, and general uncertainty.  It is up to human resource professionals and leaders to ride the storm of uncertainty, here are some of the top issues human resource professionals are facing today. 

Attracting and Retaining Talent 

One of the top issues that are unlikely to go away anytime soon for human resource professionals is how to attract and retain top talent.  Companies are increasingly spending more to attract and retain talent, most companies are beginning adapting by using technology.  Leading companies are using technology for recruiting, talent acquisition, process automation, and improving employee experience.  

Retaining talent requires a bit more work than attracting talent.  Some basic issues HR professionals will face is maintaining fairness in the workplace, better compensation, building trust, and developing career paths and utilizing individual skills. Employee satisfaction is strongly correlated with employee engagement.  Getting employee engagement right will help companies retain top talent.  Many companies have begun utilizing technology to help solve these issues.  Companies have adopted the use of software to help track and develop employee satisfaction, engagement, communication, etc.  Using data helps these adapters to make better decisions as well as save both time and money by improving efficiencies. 

Companies have adopted the use of software to help track and develop employee satisfaction, engagement, communication, etc

Workforce Planning and Engagement

Workforce planning relates to engagement and employee satisfaction.  Most companies struggle with mentoring and professional development. Most systems of leadership development, succession planning, and training are ad hoc systems. This means that most decisions are driven by gut reactions rather than objective and data-driven planning.  It is important for companies to soliciting feedback to help monitor morale, satisfaction, and overall engagement.  Companies are turning to technology to help with data collection and identifying potential issues. Using 360 reviews and performance reviews to help evaluate engagement and performance to help with making decisions on succession planning and training.  

Companies are turning to technology to help with data collection and identifying potential issues.

Diversity and Inclusion 

Diversity and Inclusion are extremely challenging for companies.  It is important to tackle issues of unconscious biases, creating opportunities, and monitoring inclusion and diversity efforts.  Planning and developing policies are one piece of the puzzle but creating opportunities and developing a culture that embraces inclusion and diversity is a different piece. Utilizing technology can help with tracking and managing diversity efforts through the use of OKRs and performance management, but also through the use of software to promote communication and feedback.  

Diversity and inclusion require planning and training efforts, but these efforts create economic advantages in attracting and retaining talent, employee engagement, and creating overall stellar organizational cultures.  Using technology can help with diversity and inclusion, primarily using performance management software to access an individual’s unique skills, identify communication issues, managing career goals, and opening new opportunities within companies.  

Using technology can help with diversity and inclusion, to access individual’s unique skills, communication issues, career goals, and opening new opportunities.

Solving these Issues

Companies are leaning on technological innovation to help solve and monitor these issues.  Using data as a tool for understanding, defining, and making decisions drives success in companies that have adopted certain digital transformation strategies.  beepNow offers two main technologies both built using blockchain and artificial intelligence.  beepHR is an overall HR system that allows employers to perform 360s, performance reviews, track and create OKRs, communicate with multiple teams, promote employee engagement, and much more. beepShift is an automatic shift scheduling software that uses data of an employee’s unique skills and abilities when automatically creating shifts.  For more information on beepNow’s unique software solutions please contact us

beepHR, a New HR Evaluation Tool for Everyday Use
"Since HR evaluations are only checked when setting and reviewing goals, employees tend to lose their sight of goals during their day-to-day operations. Often employees are working at cross purposes because they are not aware of their tasks linked to their goals."
beepHR allows employees to see how well they accomplished their goals, encourage their colleagues by sending “likes” and “thank you(s)” freely, while enabling them to keep track of their tasks. Getting in the habit of using a daily HR evaluation tool will help to make more accurate evaluations.
  • Manage targets such as qualitative, qualitative and OKR
  • Manage employees’ daily tasks
  • Visualize how employees are helping each other
  • Talent management decisions using Data
  • More about beepHR
    Creating complex shifts 90% automatically, beepShift
    "Since there are many employees, it takes a lot of time to collect shifts. Also, creating shifts takes a huge amount of time because managers need to consider what skills and working conditions each employee have"
    beepShift can handle complex shift creation for large factories and 24-hour logistics warehouses by registering the required number of qualified personnel together. If there is a shortage of staff when creating a shift, the app will automatically send notifications to employees who have registered their available locations in advance and incorporate them into the shift.
  • Capable of creating shifts for a large number of people
  • Able to create shifts in response to increases or decreases of labor demands
  • Employees' qualifications and skills can be reflected in shifts
  • Capable of meeting work hours and day limits
  • More about beepShift