Technology & HR-Leverage one for another: "Technology and HR are enablers of business. Integration of the two means not just harmonious co-existence but in addition leveraging one for the other. Leveraging of technology for HR means digitizing the mundane HR activities and automating the back 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 connected with technology by way of communication, training, hiring, retraining, stakeholder analysis and conscious keeping. Thus they are able to play complementary roles."
Technology and HR both have a very important factor common i.e., both they're enablers of business.
In recent years, technology has become synonymous with information technology, as almost no other technological development of days gone by would have impacted all spectral range of business as information technology has impacted. Irrespective of the type 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 form or another is a foregone conclusion. To handle and deploy technology in an effective way, all business Organizations would require knowledge workers. Managing of these knowledge workers is 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 ought to understand integration in this context. Integration wouldn't only mean harmonious co-existing but would also mean one enhancing and complementing another i.e., technology is employed to improve 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 accountable for deliverables like business strategy execution, administrative efficiency, employee contribution and convenience of change. All they're accomplished through what HR people do i.e., staffing, development, compensation, benefits, communicate organization design, high performing teams and so on. In majority of these areas technology has been deployed.https://arstechnician.com/
e-Recruitment
Recruitment is one area where all the businesses 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 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 very first models is more popular with the more expensive companies who have a brand pull for potential employees e.g., G.E., IBM, Oracle, Microsoft, HCL, ICICI, Reliance, Mindtree consulting etc. Other individuals prefer to attend the task sites. Some are adopting both.
E-recruitment moved 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 are able to search job by region or country and employers target potential employees in specific countries. For example, 3 Com recently posted an organization profile on the Ireland site that highlights the contributions of 3 com's Irish design team in its global projects.http://yourtechcrunch.com/
In 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, aid in filtering the applicants. These tools test online e.g., applicants for call centers. 'Profile International' a Texas based provider of employment assessments, is rolling out 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 ultimately causing more and more companies adopting e-recruitment at the 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 could very well be one utility of IT, which has relieved HR of most of mundane tasks and helped it to enhance employee satisfaction. Employee self services is a plethora of 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 each one of these rules and information were in the custody of HR. Every user employee was likely 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 completely 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 the mundane and routine focus only on core and value add' - Vineet Chhabra V.P. -PDC BILT.
Communication
Communication which is 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. Beginning with telephones, faxes, e-mails and maturing into video conferencing, net cast, web cast etc. communication is one section of HR, which has been greatly benefited by technology. Mouse & click companies like Oracle, IBM has an intranet which caters to most of the information needs of its employees. Brick & Morter companies like BILT likewise have made a foray into deploying intranet for internal communication, which has corporate notice board, media coverage, and knowledge corners.
Knowledge Management
Another section of HR, which is leveraging technology, is employee development. Programmed learning (PL) i.e. learning at a unique pace is one of the top ways of adult learning. Use of technology for this purpose 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 is a built-in element of any learning organization, which cannot become a reality without technology. Companies can harness the knowledge of its employees by cataloging and hosting it on the intranet. Communicate with 'Big-5' or not 'so big' consulting companies you may find that main stay of these business is the knowledge repository. Technology has enabled them to retrieve it swiftly. In the competitive environment where speed is the name of game technology driven Knowledge Management constantly provides a proper advantage.
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