Technology & HR-Leverage one for one other: "Technology and HR are enablers of business. Integration of the 2 means not only harmonious co-existence but also leveraging one for the other. Leveraging of technology for HR means digitizing the mundane HR activities and automating the back 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 associated with technology through communication, training, hiring, retraining, stakeholder analysis and conscious keeping. Thus they can play complementary roles."
Technology and HR both have something common i.e., both they are enablers of business.
In recent times, technology has become synonymous with information technology, as almost no other technological development of days gone by would have impacted all spectrum of business as information technology has impacted. Aside from the kind 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 single form or one other is really a foregone conclusion. To manage and deploy technology in a successful way, all business Organizations would require knowledge workers. Managing of those knowledge workers could 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 today's context we should understand integration in this context. Integration would not only mean harmonious co-existing but would also mean one enhancing and complementing one other i.e., technology can be 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 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 those areas technology is being deployed.https://arstechnician.com/
e-Recruitment
Recruitment is one area where all the businesses worth their name leverage IT. There are two different types of e-recruitment, which have been in vogue. One is recruitment through company's own sites and one other is hosting your requirement on one 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 popular with the bigger companies who've a brand pull for potential employees e.g., G.E., IBM, Oracle, Microsoft, HCL, ICICI, Reliance, Mindtree consulting etc. Others prefer to attend the task sites. Some are adopting both.
E-recruitment has gone 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 can 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 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 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 promoting 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 leading to more and more companies adopting e-recruitment at 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 includes relieved HR of most of mundane tasks and helped it to enhance employee satisfaction. Employee self services is an array of small activities, which were 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 each one of these rules and information were in the custody of HR. Every user employee was likely to reach out to HR and have it done. Now with deployment of ESS in a lot 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 has always been 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. Beginning with telephones, faxes, e-mails and maturing into video conferencing, net cast, web cast etc. communication is one part of HR, which includes been greatly benefited by technology. Mouse & click companies like Oracle, IBM posseses an intranet which provides a lot of 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 part of HR, that is leveraging technology, is employee development. Programmed learning (PL) i.e. learning at its own pace is certainly one of the most effective ways of adult learning. Use of technology for this reason can't be over emphasized. Aptech Online University and 'The Manage mentor' are a number of the Indian sites, which have been in this business knowledge management, that is an integrated part 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. Communicate with 'Big-5' or not 'so big' consulting companies you will find that main stay of their business is the data 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 an ideal advantage.
