Technology & HR-Leverage one for one other: "Technology and HR are enablers of business. Integration of the two means not merely harmonious co-existence but in addition leveraging one for the other. Leveraging of technology for HR means 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 associated 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're enablers of business.
In recent years, technology has become synonymous with information technology, as hardly any other technological development of days gone by could have impacted all spectral range of business as information technology has impacted. Aside from the sort 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 form or one other is just a foregone conclusion. To control and deploy technology in a successful way, all business Organizations would want knowledge workers. Managing of the 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 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 one 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 convenience of change. All they're accomplished through what HR people do i.e., staffing, development, compensation, benefits, communicate organization design, high performing teams and so on. In majority of the areas technology has been deployed.https://arstechnician.com/
e-Recruitment
Recruitment is one area where all the businesses worth their name leverage IT. You will find 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 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. Others prefer to visit the task sites. Some are adopting both.
E-recruitment moved 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. For instance, 3 Com recently posted an organization 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 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, has created 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 least as a second 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 all of mundane tasks and helped it to improve employee satisfaction. Employee self services is a plethora of small activities, which were earlier carried out by employee through administration wing of HR. They're 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 get it done. Now with deployment of ESS in all 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 the mundane and routine focus only on core and value add' - Vineet Chhabra V.P. -PDC BILT.
Communication
Communication that 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 section of HR, which includes been greatly benefited by technology. Mouse & click companies like Oracle, IBM comes with an intranet which caters to all of the information needs of its employees. Brick & Morter companies like BILT also have made a foray into deploying intranet for internal communication, which includes corporate notice board, media coverage, and knowledge corners.
Knowledge Management
Another section of HR, that will be leveraging technology, is employee development. Programmed learning (PL) i.e. learning at its pace is one of the most effective ways of adult learning. Use of technology for this purpose 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 will be an intrinsic section of any learning organization, which cannot become a fact 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 will find that main stay of the 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 a proper advantage.
No comments:
Post a Comment