Technology & HR-Leverage one for another: "Technology and HR are enablers of business. Integration of the two means not just harmonious co-existence but also leveraging one for the other. Leveraging of technology for HR means digitizing the mundane HR activities and automating the rear 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 are able to play complementary roles."
Technology and HR both have a very important factor common i.e., both these are enablers of business.
Recently, technology is becoming synonymous with information technology, as hardly any other technological development of the past could have impacted all spectrum of business as information technology has impacted. Regardless of 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 another is just a foregone conclusion. To handle and deploy technology in a highly effective way, all business Organizations would need knowledge workers. Managing of the knowledge workers is the responsibility of HR function. Hence the integration of technology and HR is an absolute 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 another i.e., technology can be used to boost 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 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 will be deployed.https://arstechnician.com/
e-Recruitment
Recruitment is one area where all the firms worth their name leverage IT. There are two different models of e-recruitment, which have been 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 so on so forth. The first 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. Others prefer to attend the job sites. Some are adopting both.
E-recruitment went 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 have the ability to search job by region or country and employers target potential employees in specific countries. Like, 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 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, help in filtering the applicants. These tools test online e.g., applicants for call centers. 'Profile International' a Texas based provider of employment assessments, is rolling out 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 ultimately causing more and more companies adopting e-recruitment at 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 is perhaps one utility of IT, that has relieved HR of all of mundane tasks and helped it to improve employee satisfaction. Employee self services is various 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 touch base 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 most of the mundane and routine focus only on core and value add' - Vineet Chhabra V.P. -PDC BILT.
Communication
Communication which is most talked about management tool happens to be 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. Beginning 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 posseses an intranet which suits a lot of the information needs of its employees. Brick & Morter companies like BILT also 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, which is leveraging technology, is employee development. Programmed learning (PL) i.e. learning at its pace is one of the very best means of adult learning. Use 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 is a built-in element of any learning organization, which cannot become a fact without technology. Companies can harness the knowledge of its employees by cataloging and hosting it on the intranet. Speak with 'Big-5' or not 'so big' consulting companies you will see that main stay of the business is the knowledge 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 strategic advantage.
