Growth & Jobs | Use technology to build trust between organisations and employees – tech expert

Using technology to automate and strengthen key human resource functions can help organisations build trust with employees by reducing errors and giving staff greater control over their information, says Paul Ann Youngsang, sales Executive for BizPay, a workforce management solution developed by MC Systems.

Youngsang was addressing HR professionals during the Human Resource Managers Association of Jamaica (HRMAJ) Conference held at The Jamaica Pegasus Hotel, recently. She stressed that HR departments have become increasingly central to organisational resilience because “their core function is caring about people.”

“Human resources used to be one of those functions that was overlooked. But today, HR departments are at the heart of resilience when it comes to helping organisations rebound,” she said. “They are also one of the key drivers of technology adoption and critical in building trust within organisations.”

The tech sales executive explained that as employee expectations evolve and organisations process more data than ever before, accuracy has become non negotiable. Even small mistakes, she noted, can erode confidence in HR systems.

“When errors occur, trust [declines] and those we serve lose confidence in what we do. This is why technology plays an important role in reducing those risks and strengthening trust between HR departments and employees,” she said.

She highlighted payroll as one of the most sensitive touchpoints in the employer-employee relationship.

“An organisation can be late just once with payroll and employees become restless and feel unappreciated,” she said. “Software like BizPay reduces delays because it is constantly working, which allows HR teams to focus on other things and improve overall efficiency.”

In a hybrid and remote work environment, workforce management solutions also provide leaders with visibility while empowering employees through secure, real-time access to their own information.

“The technology allows HR leaders to identify trends in areas such as leave patterns and engagements,” she noted. “it checks and verifies information automatically, empowering employees to make informed decisions while enabling managers to allocate resources more effectively.”

Youngsang further underscored the importance of digital workforce platforms in supporting organisational resilience by enabling companies to respond quickly during emergencies.

“A robust workforce management system is one of the key components of resilience in the modern economy,” she affirmed. “After a natural disaster, the ability to quickly understand who is available, where employees are located, and what support they need allows HR teams to protect their people and stabilise operations. With real time scheduling, communication tools, and insights into skills and compliance, organisations can redeploy staff, maintain essential services, and coordinate a safe return to normal operations.”

She encouraged organisations to embrace technology not as a replacement for the human element of HR, but as an enabler of stronger engagement, productivity and long-term organisational health.

“Technology should be embraced because it allows organisations to focus on productivity and profitability,” she said, urging HR departments to lead the digital transformation within their companies.