Technology & HR-Leverage one for the other: "Technology and HR are enablers of business. Integration of both will mean not only harmonious co-existence but additionally leveraging one for the other. Leveraging of technology for HR will mean digitizing the mundane HR activities and automating the trunk office and transactional activities related to recruitment, performance management, career planning, and succession planning, training and knowledge management. Leveraging HR for technology implies managing change connected with technology through communication, training, hiring, retraining, stakeholder analysis and conscious keeping. Thus they are able to play complementary roles."
Technology and HR both have something common i.e., both they are enablers of business.
Recently, technology is now synonymous with information technology, as almost no other technological development of the past would have impacted all spectrum of business as information technology has impacted. Regardless of the kind 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 the other is a foregone conclusion. To manage and deploy technology in a powerful way, all business Organizations would need knowledge workers. Managing of these 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 ought to understand integration in this context. Integration would not only mean harmonious co-existing but would also mean one enhancing and complementing the 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 accountable for deliverables like business strategy execution, administrative efficiency, employee contribution and convenience of 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 these areas technology will be deployed.https://arstechnician.com/
e-Recruitment
Recruitment is one area where all the firms worth their name leverage IT. You can find two different models of e-recruitment, which are in vogue. One is recruitment through company's own sites and the other is hosting your requirement on the other sites e.g., monster .com, jobsdb.com, jobsahead.com, naukri.com, and jobstreet.com and so on so forth. The initial models is more favored by the larger companies who've a brandname pull for potential employees e.g., G.E., IBM, Oracle, Microsoft, HCL, ICICI, Reliance, Mindtree consulting etc. Other programs prefer to attend the task sites. Some are adopting both.
E-recruitment went quite a distance 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. As an example, 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 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 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, has created 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 secondary 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 includes relieved HR of most of mundane tasks and helped it to boost employee satisfaction. Employee self services is an array of 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 each one of these rules and information were in the custody of HR. Every user employee was anticipated to touch base to HR and get it done. Now with deployment of ESS in all 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 the mundane and routine focus only on core and value add' - Vineet Chhabra V.P. -PDC BILT.
Communication
Communication that is most talked about management tool is definitely 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 area of HR, which includes been greatly benefited by technology. Mouse & click companies like Oracle, IBM has an intranet which provides all 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 area of HR, that is leveraging technology, is employee development. Programmed learning (PL) i.e. learning at a unique pace is certainly one of the very best methods for adult learning. Utilization of technology for this function can't be over emphasized. Aptech Online University and 'The Manage mentor' are a few of the Indian sites, which are in this business knowledge management, that is an intrinsic part of any learning organization, which cannot become a fact 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 will see that main stay of these business is the knowledge 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 strategic advantage.
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