Technology & HR-Leverage one for one other: "Technology and HR are enablers of business. Integration of both means not only harmonious co-existence but also leveraging one for the other. Leveraging of technology for HR means digitizing the mundane HR activities and automating the trunk office and transactional activities linked to recruitment, performance management, career planning, and succession planning, training and knowledge management. Leveraging HR for technology implies managing change associated with technology by way of communication, training, hiring, retraining, stakeholder analysis and conscious keeping. Thus they could play complementary roles."
Technology and HR both have a very important factor common i.e., both these are enablers of business.
In recent times, technology is now synonymous with information technology, as almost no other technological development of yesteryear could have impacted all spectral range of business as information technology has impacted. Aside from the sort of business you're in i.e., services or goods, commodity or branded, trading or manufacturing, contemporary or traditional deployment of information technology in a single form or one other is just a foregone conclusion. To control and deploy technology in a highly effective way, all business Organizations would require knowledge workers. Managing of the knowledge workers could be the responsibility of HR function. Hence the integration of technology and HR is a total must. https://techsitting.com/https://techsitting.com/
Having understood technology and HR in the current context we ought to understand integration in this context. Integration wouldn't only mean harmonious co-existing but would also mean one enhancing and complementing one other i.e., technology is employed to boost effectiveness of HR and HR functions helps in adopting and managing change which technology deployment brings in.https://techwaa.com/
Leveraging technology for HR
HR management as a function is responsible for deliverables like business strategy execution, administrative efficiency, employee contribution and capacity for change. All these are accomplished through what HR people do i.e., staffing, development, compensation, benefits, communicate organization design, high performing teams and so on. In majority of the areas technology will be deployed.https://arstechnician.com/
e-Recruitment
Recruitment is one area where all the companies worth their name leverage IT. There are two different models of e-recruitment, which have been in vogue. One is recruitment through company's own sites and one other is hosting your requirement on one other sites e.g., monster .com, jobsdb.com, jobsahead.com, naukri.com, and jobstreet.com and etc so forth. The first models is more well-liked by the bigger companies who have a brandname pull for potential employees e.g., G.E., IBM, Oracle, Microsoft, HCL, ICICI, Reliance, Mindtree consulting etc. Other individuals prefer to visit the job sites. Some are adopting both.
E-recruitment has gone a long way since its start. Now these sites have gone global. Sites like jobsahead.com and monster.com have established global network, which encompasses separate sites for jobs in Australia, Denmark, Belgium, and Canada etc. Job seekers can search job by region or country and employers target potential employees in specific countries. For instance, 3 Com recently posted a company profile on the Ireland site that highlights the contributions of 3 com's Irish design team in its global projects.http://yourtechcrunch.com/
In the early days e-recruitment was plagued with flooding the employers with low-quality bio-data's. Again technology has come as a savior. Now pre-employment testing like usually the one introduced by Capital One, a US based financial company, assist in filtering the applicants. These tools test online e.g., applicants for call centers. 'Profile International' a Texas based provider of employment assessments, is promoting tools that enable instant translation of assessment tests between languages. Further developments like video- conference specialized sites, online executives recruitments and combining online and offline methods are resulting in more and more companies adopting e-recruitment at the least as a second recruitment method. Arena Knights Bridge, a US based IT company conducts video based interview of its prospective employees and only short listed employees are met in person. Even Cisco was to launch the same.
Employee Self Service
Employee self-service could very well be one utility of IT, that has relieved HR of most of mundane tasks and helped it to improve employee satisfaction. Employee self services is various small activities, which were earlier carried out by employee through administration wing of HR. They are travel bookings, travel rules information, travel bills, leave rules, leave administration, perk administration, etc. Earlier all these rules and information were in the custody of HR. Every user employee was expected to touch base to HR and have it done. Now with deployment of ESS in most of the companies, employee can request for travel related booking online, fill his/her T.E. bills, apply for leave, log time sheet and see his perks value disbursed and due etc. E.g., in Ballarpur Industries Ltd. leave administration is totally digitized in its corporate office. It's working towards digitizing travel related activities, perks and even compensation management and performance management administration. 'Digitize or outsource all of the mundane and routine focus only on core and value add' - Vineet Chhabra V.P. -PDC BILT.
Communication
Communication which can be most mentioned management tool is definitely a gray area in HR management. In large companies with vast geographical spread communicating with all employees had really posed formidable challenge to HR professionals. Technology has again come for rescue. Beginning with telephones, faxes, e-mails and maturing into video conferencing, net cast, web cast etc. communication is one area of HR, that has been greatly benefited by technology. Mouse & click companies like Oracle, IBM has an intranet which provides most of the information needs of its employees. Brick & Morter companies like BILT likewise have made a foray into deploying intranet for internal communication, that has corporate notice board, media coverage, and knowledge corners.
Knowledge Management
Another area of HR, which can be leveraging technology, is employee development. Programmed learning (PL) i.e. learning at its pace is certainly one of the most effective ways of adult learning. Utilization of technology for this function can't be over emphasized. Aptech Online University and 'The Manage mentor' are some of the Indian sites, which have been in this business knowledge management, which can be a built-in element of any learning organization, which cannot become a fact without technology. Companies can harness the data of its employees by cataloging and hosting it on the intranet. Speak with 'Big-5' or not 'so big' consulting companies you will find that main stay of the business is the data repository. Technology has enabled them to retrieve it swiftly. In the competitive environment where speed could be the name of game technology driven Knowledge Management constantly provides a proper advantage.
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