Technology & HR-Leverage one for another: "Technology and HR are enablers of business. Integration of the two means not merely harmonious co-existence but additionally leveraging one for the other. Leveraging of technology for HR means digitizing the mundane HR activities and automating the rear 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 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 they are enablers of business.
In recent times, technology is now synonymous with information technology, as hardly any other technological development of yesteryear might 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 one single form or another is really a foregone conclusion. To control and deploy technology in a powerful 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 total must. https://techsitting.com/https://techsitting.com/
Having understood technology and HR in the present context we must 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 used 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 responsible 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 companies worth their name leverage IT. You will find two different types 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 initial models is more well-liked by the larger companies who have a brand 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 moved 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. For instance, 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 the main one introduced by Capital One, a US based financial company, help 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 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 ultimately causing 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 is probably one utility of IT, that has relieved HR on most of mundane tasks and helped it to boost employee satisfaction. Employee self services is various small activities, of 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 every one of these rules and information were in the custody of HR. Every user employee was anticipated to touch base to HR and obtain 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'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 which is most talked about management tool happens to be 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, that has been greatly benefited by technology. Mouse & click companies like Oracle, IBM has an intranet which suits most of the information needs of its employees. Brick & Morter companies like BILT also have made a foray into deploying intranet for internal communication, that 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 certainly one of the top ways of 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, which is a built-in section of any learning organization, which cannot become a fact without technology. Companies can harness the information of its employees by cataloging and hosting it on the intranet. Talk to 'Big-5' or not 'so big' consulting companies you will discover that main stay of their business is the information 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.
