As businesses change, the needs and priorities of HR teams often need to be reassessed. Moving away from outdated technology or inefficient workflows can open the door for HR teams to use tools and processes that improve their operations.

Here, Forbes Human Resources Council members share the technologies they’re retiring, the replacements they’re implementing and how these changes will shape the future of their teams. Read on to discover what your business can leave behind in 2024, and how to build streamlined systems for growth in the new year.

1. 'High Potential' Ratings

I recommend that people move away from the "High Potential" ratings in the Talent Profile in SuccessFactors and Workday. In these systems, "High Potential" is a "Check Box" not associated with a role, skills or any actionable analytics. What is needed is a scientific process and system that enables companies to quantify an employee's potential to succeed in a role at scale and without bias. - Trevor Higgs, Catalyzr, Inc.

2. Disparate Systems

As an HR team of one, transitioning away from disparate systems (in particular those that don't "talk" to each other) is critical for time management and efficiency. Leveraging platforms like Kajabi or Monday will help with client-specific needs while offering access to key tools for necessary business operations. - Kim Blue, K Blue Consulting, LLC

3. Manual And Repetitive Processes

We’re leaving behind manual, repetitive processes. As my team adopts GenAI to assist with interview questions, candidate communications, job descriptions and more, we're freeing up time to refine new skills, prioritize strategic initiatives and focus on the most meaningful human aspects of recruiting. I see this helping HR’s role evolve, positioning this team as strategic advisors to the business. - Laura Coccaro, iCIMS

4. Static Documents And Processes

As a growing company, AI and automation are becoming increasingly important in our day-to-day work. These tools allow us to supplant spreadsheets and other static documents in favor of processes that evolve with our strategies and initiatives. - Caitlin MacGregor, Plum

5. Traditional Annual Reviews

We are moving away from our traditional annual review system to continuous performance management. This shift allows for real-time feedback and regular check-ins, fostering agile goal alignment. In the short term, it boosts engagement by addressing issues promptly. In the long term, it enhances retention and development, creating a high-performance culture. - Dalia Modlin, EasySend

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