Technology & HR-Leverage one for another: "Technology and HR are enablers of business. Integration of the 2 will mean not only harmonious co-existence but also leveraging one for the other. Leveraging of technology for HR will 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 through communication, training, hiring, retraining, stakeholder analysis and conscious keeping. Thus they could play complementary roles."
Technology and HR both have one thing common i.e., both they are enablers of business.
Recently, technology has become synonymous with information technology, as almost no other technological development of the past 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 another is a foregone conclusion. To handle and deploy technology in a successful way, all business Organizations would require knowledge workers. Managing of these knowledge workers is 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 current context we should 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 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 in charge of 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 will be deployed.https://arstechnician.com/
e-Recruitment
Recruitment is one area where all the firms 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 etc so forth. The initial models is more popular with the more expensive companies who have a brand pull for potential employees e.g., G.E., IBM, Oracle, Microsoft, HCL, ICICI, Reliance, Mindtree consulting etc. Other companies prefer to attend the job 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 example, 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 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 main 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 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 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, which has relieved HR of most of mundane tasks and helped it to enhance employee satisfaction. Employee self services is various small activities, of 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 each one of these rules and information were in the custody of HR. Every user employee was likely to touch base to HR and have 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 is 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 which can be most mentioned management tool happens to be 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 area of HR, which has been greatly benefited by technology. Mouse & click companies like Oracle, IBM comes with an intranet which provides most of the information needs of its employees. Brick & Morter companies like BILT also have made a foray into deploying intranet for internal communication, which has corporate notice board, media coverage, and knowledge corners.
Knowledge Management
Another area of HR, which can be leveraging technology, is employee development. Programmed learning (PL) i.e. learning at its pace is among the utmost effective methods for adult learning. Utilization 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 are in this business knowledge management, which can be an integral element 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 will 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 proper advantage.
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