Technology & HR-Leverage one for the other: "Technology and HR are enablers of business. Integration of both would mean not just harmonious co-existence but also leveraging one for the other. Leveraging of technology for HR would mean digitizing the mundane HR activities and automating the trunk 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 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 they are enablers of business.
In recent years, technology has become synonymous with information technology, as almost no other technological development of days gone by might have impacted all spectral range of business as information technology has impacted. Regardless of 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 the other is a foregone conclusion. To manage and deploy technology in a highly effective way, all business Organizations will need 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 the current context we must 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 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 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 these areas technology is being deployed.https://arstechnician.com/
e-Recruitment
Recruitment is one area where all the companies worth their name leverage IT. You can find two different types 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 first models is more well-liked by the larger companies who've a brand pull for potential employees e.g., G.E., IBM, Oracle, Microsoft, HCL, ICICI, Reliance, Mindtree consulting etc. Other programs prefer to go to the job sites. Some are adopting both.
E-recruitment went 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 can search job by region or country and employers target potential employees in specific countries. Like, 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 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 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 probably one utility of IT, that has relieved HR of all of mundane tasks and helped it to boost employee satisfaction. Employee self services is a plethora of small activities, that have been earlier carried out by employee through administration wing of HR. These are 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 likely to touch base to HR and obtain 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 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 of the mundane and routine focus only on core and value add' - Vineet Chhabra V.P. -PDC BILT.
Communication
Communication which will be most discussed 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 part of HR, that has been greatly benefited by technology. Mouse & click companies like Oracle, IBM has an intranet which provides the majority 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 part of HR, which will be leveraging technology, is employee development. Programmed learning (PL) i.e. learning at its own pace is among the top methods for adult learning. Utilization of technology for this reason 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 will be an intrinsic part of any learning organization, which cannot become a reality without technology. Companies can harness the information 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 their business is the information 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 strategic advantage.
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