Technology & HR-Leverage one for another: "Technology and HR are enablers of business. Integration of the two will mean not only harmonious co-existence but also leveraging one for the other. Leveraging of technology for HR will mean digitizing the mundane HR activities and automating the rear 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 related to technology by way of communication, training, hiring, retraining, stakeholder analysis and conscious keeping. Thus they can play complementary roles."
Technology and HR both have a very important factor common i.e., both they are enablers of business.
In recent years, technology has become synonymous with information technology, as hardly any other technological development of the past could have impacted all spectrum of business as information technology has impacted. Regardless of the sort of business you are in i.e., services or goods, commodity or branded, trading or manufacturing, contemporary or traditional deployment of information technology in one single form or another is really a foregone conclusion. To handle and deploy technology in a powerful way, all business Organizations would need knowledge workers. Managing of those knowledge workers could be the responsibility of HR function. Hence the integration of technology and HR is an absolute must. https://techsitting.com/https://techsitting.com/
Having understood technology and HR in today's context we should understand integration in this context. Integration would not only mean harmonious co-existing but would also mean one enhancing and complementing another i.e., technology is employed to enhance 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 in charge of deliverables like business strategy execution, administrative efficiency, employee contribution and capacity for change. All they 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 those areas technology is being deployed.https://arstechnician.com/
e-Recruitment
Recruitment is one area where all the firms worth their name leverage IT. There are two different models of e-recruitment, which are in vogue. One is recruitment through company's own sites and another is hosting your requirement on another sites e.g., monster .com, jobsdb.com, jobsahead.com, naukri.com, and jobstreet.com and etc so forth. The initial models is more well-liked by the larger 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 work sites. Some are adopting both.
E-recruitment went a considerable ways 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 have the ability to search job by region or country and employers target potential employees in specific countries. Like, 3 Com recently posted a business 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 first 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, aid in filtering the applicants. These tools test online e.g., applicants for call centers. 'Profile International' a Texas based provider of employment assessments, has developed tools that allow 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 very least as another 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 is perhaps one utility of IT, which includes relieved HR of most of mundane tasks and helped it to improve employee satisfaction. Employee self services is various small activities, of earlier carried out by employee through administration wing of HR. They're 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 reach out to HR and obtain it done. Now with deployment of ESS in all 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 is 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 that will be most mentioned management tool has always been a dull 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. Starting with telephones, faxes, e-mails and maturing into video conferencing, net cast, web cast etc. communication is one part of HR, which includes been greatly benefited by technology. Mouse & click companies like Oracle, IBM posseses an intranet which suits all of the information needs of its employees. Brick & Morter companies like BILT likewise have made a foray into deploying intranet for internal communication, which includes corporate notice board, media coverage, and knowledge corners.
Knowledge Management
Another part of HR, that will be leveraging technology, is employee development. Programmed learning (PL) i.e. learning at a unique pace is among the utmost effective methods for adult learning. Usage of technology for this function can't be over emphasized. Aptech Online University and 'The Manage mentor' are some of the Indian sites, which are in this business knowledge management, that will be an integral element of any learning organization, which cannot become a reality 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 discover 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 an ideal advantage.
