In the post-Covid-19 era, there's a wider application of digital technologies within the businesses in general and greater adoption of technology in Human Resource Management (HRM). Recent research shows organizations that
successfully adopt sophisticated Human Resource (HR) technology tools outperform those that
do not (CedarCrestone 2009-2010). HR is all about people and would the adoption of more technology make an organization less humane or people-centric?
"Tech innovation is what keeps HR relevant, so we need to be on the frontline"
While there a school of thought that the adoption of technology makes organizations less humane, most organizations around the globe are incorporating technology in HRM at a rapid pace due to advantages in efficiency and effectiveness. In today's world, there's a greater emphasis on developing HRM Technologies that would provide customized and humane service.
So, what are the next big things coming down the line in HRM Tech? Answer is.... from payroll automation and soft skill management to artificial intelligence in recruitment, using technology to improve efficiency and prevent human burnout... Uff... there's a lot of it. To make it all a bit clearer, let's narrow these trends down to three that might heavily influence your organization (if it's not happening yet).
- Remote working solution like Teams, Zoom...etc
- Cloud-based HRM Solutions that would provide technology solutions to automate day to day HR process
- Artificial Intelligence in recruitment and retaining talent
When teams transitioned to remote working, due to Cpvid-19 Pandemic, staff felt neglected and HRM practices that were based on physical contract (ie staff coming to the workplace) became less relevant. Remote working HRM technologies saved day by assisting to keep staff motivated and engaged while ensuring business operations are on track.
There are already
multiple all-in-one HR platforms available that integrate all HR management processes
like payroll, benefits, time management, onboarding, and collaborative
software. The use of cloud-based HR software is slowly becoming the norm not only
for globally distributed teams but also for fast-growing small businesses,
where it allows HR professionals to work with real-time data while providing a scalable
solution where one needs to pay only for the usage. Artificial intelligence is
assisting organizations in planning, problem-solving, and reciting the right talent.
Hence when we take
a closer look at the powerful capabilities that the HRM technologies offer in
terms of personalization, reaching the right talent, automation of routine
tasks we’d quickly realize they might actually be helping the organizations to become
more humane and efficient in the process.
Reference.
- CedarCrestone 2009-2010 HR Systems Survey, 12th Annual Edition
A good topic which should be explored rigorously.In contemporary organization use of technology is essential since the organization requires the reduction of administrative work and the cost as well as it needs to increase the accessibility of data for effective decision making and to complete international talent.Traditionally used “E-HR” service delivery,a web based technology has been implemented by professionals to a Human Resource Information System(HRIS) to meet these requirements.Although I’m not an HR personal I would like to explain the HRIS system used strategically in our airline based on my knowledge.
ReplyDelete01.E-Recruting:This technology is used by the airline to attract strong,talented and more diverse applicants around the world.It reduced the cost,increase applicant’s convenience and expands brand identification.eg:recruitment of foreign pilots,interpreters,overseas airport service agents
02.E-Selection:Adopted in several jobs to define the best fit to the company reducing the time and cost.eg:online selection exams for pilots,cabin crew,instructors
03.E-Learning:Widely used in the airline specially to cover recommended international programs.It reduces cost and increase the flexibility.eg:one world training,IATA trainings
04.”E-Performance management:Used to collect performance data for the appraisals and training purposes.Performance managers and HR managers have the accessibility.eg:All complaints,complements,examination marks of individuals could be assessed within seconds with the staff number.
05.E-Benefits:Employee Self Service (ESS) is used to accommodate benefits.It helps to reduce the cost,easy to keep a track and employees can manage their own benefits.
Technology development is an important activity for the innovation process within the business, and may include acquired knowledge. In the context, all activities may have some technical content, and results in greater technological advancement.
ReplyDeleteTechnology may have a greater impact on organizations that exist in a dynamic environment. This will lead to greater efficiency and effectiveness of the Human Resources. Hence, utilizing IT application for database management and advances recruitment system will increase the efficiency of the business.
No argument Technology has changed the HRM. Technology approach HRM is became an effective more than expected to the prevailing situation in the world. Social media platform has become a most powerful and essential to business networking especially in HRM. Social media is used to recruiting, training and communication. Social media effectively bring people under one umbrella with facilitating the sharing of ideas and it helps to attract best people to the organizations.
ReplyDeleteWhere technology has changed every aspect of our lives, it is not surprising that it has a huge impact on Human Resource as well. Modern technology has introduced groundbreaking shifts and innovations to HR solution finding, and, as fresh approaches surge to the surface, our own way of working and handling “Human Resource Management” issues witnesses a fundamental reshaping unlike anything before. These technologies change the way Human Resource contacts or finds employees, evaluates them, acquires and store files, and puts the candidates under the scope for assessment.
ReplyDeleteHR professionals are expected to handle a variety of demands, including:
• Helping to find and recruit talented employees
• Managing onboarding and training for new hires
• Tracking payroll, holidays and attendance records
• Handling employees’ personal or professional issues
• Letting go of employees who aren’t performing
• Retaining good employees when they give notice
Modern technology can make these and other tasks easier.
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Technological advancement has a huge impact on today's business environment, and it leads to improving the whole process of an organization such as internal processes, core competencies, relevant market and organizational structure.HR is mainly focusing on strategic goals of the organization and technology helps to make it happen with very easy ways.
With current global context as well as in Sri Lankan context, both environments need to use new technological trends to exist with the society.HR technological trends include E -recruitment, E-selection, On Board Training & Development, E-performance Appraisal applications, E-payroll and so on. Many companies like Google, Apple, and Microsoft have started introducing wearable technology in all devices which ensure that employees stay connected, and it provides a wealth of opportunities for employee engagement, increased productivity, and security of the organization.
Employees can take the right information at the right time to make the decisions by using the Technology and to create the innovative products that play a vital role.
After the Covid19 Pandemic situation suddenly organizations must start their business process from a remote environment and technology is the key factory that helps to exist with the environment. Initially it was a hard thing but gradually it became easy by using this new technological HR trend.
Great article. Technological advancement can have a huge impact on the HR department of an organization. It allows the company to improve its internal processes, core competencies, relevant markets and organizational structure as a whole. This will lead to greater efficiency and effectiveness of the Human Resources.
ReplyDeleteHR technology is used to attract, hire, retain and maintain talent, support workforce administration, and optimize workforce management. HR technology is used by managers, employees, HR professionals, IT and operations departments all in different ways to improve the way they do business.
Implementing HR technology within an organization enables managers to gather, collect, and deliver information, as well as communicate with employees more easily and efficiently. Automating certain business processes can greatly reduce the amount of administrative work and allow managers to focus more of their time and energy on managing their workforce. HR technology also provides managers with the necessary decision making tools to allow them to make more effective HR-related decisions.
HR technology can be defined as any technology that is used to attract, hire,retain, and maintain human resources, support HR administration, and optimize HRM.This technology can used in different types of human resource information systems and by various stakeholders, such as managers, employees,
ReplyDeleteand HR professionals. This technology can be accessed in different ways.
There is no doubt that technology has made it easier and faster to gather,
collate, and deliver information and communicate with employees. More importantly it has the potential to reduce the administrative burden on the HR department so it is better able to focus on more meaningful HR activities, such
as providing managers with the expertise they need to make more effective HR related decisions.
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ReplyDeleteTechnology changes the way HR departments contact employees, store files, and analyze employee performance. Used well, technology makes HR practices more efficient. When used poorly, it can get in the way of managing the company's human resources. Good HR practices maximize the benefits and minimize the problems.
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