Technology & HR-Leverage one for the other: "Technology and HR are enablers of business. Integration of the 2 would mean not only 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 related to recruitment, performance management, career planning, and succession planning, training and knowledge management. Leveraging HR for technology implies managing change related to technology by way of 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 these are enablers of business.
In recent times, technology is becoming synonymous with information technology, as hardly any other technological development of days gone by would have impacted all spectrum of business as information technology has impacted. Regardless of the type 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 the other is a foregone conclusion. To manage and deploy technology in an effective 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 total must. https://techsitting.com/https://techsitting.com/
Having understood technology and HR in the present 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 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 accountable for deliverables like business strategy execution, administrative efficiency, employee contribution and capacity for 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 those 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 have been 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 etc so forth. The initial models is more well-liked by the bigger companies who have a brandname pull for potential employees e.g., G.E., IBM, Oracle, Microsoft, HCL, ICICI, Reliance, Mindtree consulting etc. Other individuals prefer to go to 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 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 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, 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 developed 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 leading to 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 on most 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 all these rules and information were in the custody of HR. Every user employee was expected to reach out 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 wholly 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 most of 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 part of HR, that has been greatly benefited by technology. Mouse & click companies like Oracle, IBM comes with an intranet which caters to 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, that has 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 pace is one of the most effective means of adult learning. Use of technology for this specific purpose can't be over emphasized. Aptech Online University and 'The Manage mentor' are a few of the Indian sites, which have been in this business knowledge management, that is a built-in part 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. Speak with 'Big-5' or not 'so big' consulting companies you may find that main stay of the business is the information 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.
No comments:
Post a Comment