Technology & HR-Leverage one for another: "Technology and HR are enablers of business. Integration of the two would mean not merely harmonious co-existence but additionally leveraging one for the other. Leveraging of technology for HR would 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 connected with technology by means of communication, training, hiring, retraining, stakeholder analysis and conscious keeping. Thus they can play complementary roles."
Technology and HR both have one thing common i.e., both these are enablers of business.
Recently, technology is becoming synonymous with information technology, as hardly any other technological development of yesteryear could have impacted all spectral range of business as information technology has impacted. Aside from the type of business you're 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 just a foregone conclusion. To manage and deploy technology in a successful way, all business Organizations will need knowledge workers. Managing of these knowledge workers may be the responsibility of HR function. Hence the integration of technology and HR is a complete must. https://techsitting.com/https://techsitting.com/
Having understood technology and HR in the present context we must 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 used 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 responsible for deliverables like business strategy execution, administrative efficiency, employee contribution and convenience of 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 these areas technology has been deployed.https://arstechnician.com/
e-Recruitment
Recruitment is one area where all the businesses 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 another is hosting your requirement on another sites e.g., monster .com, jobsdb.com, jobsahead.com, naukri.com, and jobstreet.com and so on so forth. The first models is more well-liked by 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 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 have the ability to search job by region or country and employers target potential employees in specific countries. For 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 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 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 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 has relieved HR of all of mundane tasks and helped it to enhance employee satisfaction. Employee self services is various small activities, that have been 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 likely to touch base to HR and get it done. Now with deployment of ESS in the majority 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 of the mundane and routine focus only on core and value add' - Vineet Chhabra V.P. -PDC BILT.
Communication
Communication that is 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. Starting 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 comes with an intranet which suits the majority 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, that is leveraging technology, is employee development. Programmed learning (PL) i.e. learning at a unique pace is one of the very best means of adult learning. Usage of technology for this function can't be over emphasized. Aptech Online University and 'The Manage mentor' are a number of the Indian sites, which are in this business knowledge management, that is 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. Talk to 'Big-5' or not 'so big' consulting companies you may find that main stay of these business is the data repository. Technology has enabled them to retrieve it swiftly. In the competitive environment where speed may be the name of game technology driven Knowledge Management constantly provides a strategic advantage.
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