The Evolution of HR Tech

Anne Buchanan, SVP and CHRO, The Guitar Center Company

When you are in the business of people, evolving and adapting to new resources which manage the processes of Human Resources have become the norm. We have seen AI enter our world, data analysis become a key player, and engagement tools that help us understand what is on the minds of our Associates.

This boils down to being nimble and recognizing that we must embrace innovation, but also learn from it simultaneously. At the Guitar Center Company, we are focused on being an organization that leans into our Associates and partnering with technology along the way.

The Tech Landscape Has Changed Dramatically

There is no question that the HR tech landscape has evolved. When looking at the end user experience, it has become much simpler and intuitive which supports our efforts around engagement and driving results. The opportunity to shape culture by integrating the right tools has never been more tangible. The ability to perform work in a mobile capacity has been a game changer and a part of our everyday lives. It provides access to HR platforms with ease and as a result, our Associates have become savvier, action oriented, and more well-rounded.

Our Internal Communications team recently launched a new intranet site that is focused on culture, engagement, and business acumen. Leveraging Microsoft Office 365 platform to create a citizen and business led innovation, our mobile friendly site is designed to help our Associates efficiently locate the information they need to be successful in their role. Additionally, all our brands can connect across the organization, helping to break down silos and create transparencies in the way we work – not to mention engage with each other! Because this transformation included our Associates from design to user feedback, we are seeing our engagement change tenfold.

Technology Trends Influencing HR

When looking at the technology trends influencing the HR landscape, I immediately think of messaging platforms. Forus, this comes through in the products we continue to invest in. We have also created user feedback groups for every product we launch, allowing us to develop a community vs. atop-down approach and contributes again to our engagement and collaboration. It reduces intimidation as well as the fatigue associated with new technology.

Perhaps most importantly in this area is the right engagement tool for annual surveys. Culture Amp has been a great partner for us as we look to dive deeper into engagement, the onboarding and exit experience, diversity, inclusion, and belonging, as well as direct feedback on managers and leadership. Our goal is to create a culture where our Associates feel heard and understand their role in driving change so that in turn, we can leverage data‑backed insights and take meaningful action.

Data, Meet Engagement. Engagement, Meet Data.

There is no doubt that we have entered the era of people analytics. In a time where we have become more virtual, we need tools to predict people’s behaviors more than ever. The volume of information that is now available has officially told us that HR’s relationship with data is here to stay.

As a result,you are seeing the deployment of more surveys. This doesn’t mean a multi-page format, but rather pulse surveys with 3-4 questions that give us an idea of where we are at that moment. They provide quick insight into people’s mindset and productivity. It is also a reassurance that you care about where their heads are at.

The data we are getting outlines the future of the employee experience. How they feel, combined with ideas they have, allows us to construct future strategies and in turn, contribute to our engagement.

Best Practices to Adopt Today

I get asked this question a lot and my answer always starts with – be mission driven. HR’s vision must run parallel to the company. When those are divergent, companies will fall behind. The same goes for adopting technology, procedures, processes, etc. When not aligned, this will create failure. Participate in IT steering committee conversations and provide insight into HR practices so that they become mission driven with you.

"The ability to perform work in a mobile capacity has been a game changer and a part of our everyday lives"

Wellness is something that companies are starting to invest more in as they realize the importance of it in their workforce. As any HR professional can tell you, over the last two years’ wellness has been top of mind. Recognizing this is not a one size fits all solution, a la carte offerings will help meet these needs. Throughout the pandemic we’ve seen technology solutions rise in popularity and eclipse traditional Employee Assistance Programs which are often antiquated and ineffective. App-based products like PeerfitandCalm are quickly becoming the go to solution for employers seeking to serve wellness needs.

So, Now What?

Putting this into practice should always begin with setting expectations and having a clear path to execution. Launching any technology requires a purpose that outlines what issues it will address. It should never be about the shiny tool for the sake of newness.

Don’t be afraid of technology. Complexity will always be there no matter what. Stay nimble and agile. Don’t lose sight of the goal, never settle for a product you are not thrilled, with and always be passionate about the mission!

Anne Buchanan is SVP and CHRO of the Guitar Center Company and oversees the HR functions for sixbrands. She has a proven history of building high-impact organizations that are aligned with corporate strategy and objectives. As a practice, she cultivates relationships to drive accountability in all directions. Anne openly questions the status quo and refocuses attention on the “why” in every situation and is a firm believer that it’s the questions that matter, not the answers. 

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