Technology & HR-Leverage one for one other: "Technology and HR are enablers of business. Integration of both will mean not just harmonious co-existence but additionally 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 related to recruitment, performance management, career planning, and succession planning, training and knowledge management. Leveraging HR for technology implies managing change connected with 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 these are enablers of business.
In recent times, technology is now synonymous with information technology, as hardly any other technological development of yesteryear could have impacted all spectrum of business as information technology has impacted. Regardless of 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 a foregone conclusion. To handle and deploy technology in a powerful 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 today's 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 one other i.e., technology is used 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 convenience of 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 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 can find two different models 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 very first models is more favored by the larger companies who have 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 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, help 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 resulting in more and more companies adopting e-recruitment at least as a secondary 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 includes relieved HR on most of mundane tasks and helped it to enhance 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 get it done. Now with deployment of ESS in all 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 will be most talked about management tool has long been 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 area of HR, which includes been greatly benefited by technology. Mouse & click companies like Oracle, IBM posseses an intranet which provides all 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 area of HR, which will be leveraging technology, is employee development. Programmed learning (PL) i.e. learning at its own pace is one of the utmost effective methods for adult learning. Utilization of technology for this function 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, which will be an integrated element 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 to 'Big-5' or not 'so big' consulting companies you will discover that main stay of their 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.
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