Leveraging Technology for Organisational Excellence

Technology & HR-Leverage one for the other: “Technology and HR are enablers of business. Integration of both the would mean not only harmonious co-existence but also leveraging one for the other. Leveraging of technology for HR would imply digitizing the mundane AN HOUR activities and automating the back office and transactional activities related to hiring, performance management, career planning, and succession planning, training and knowledge management. Leverage HR for technology signifies managing change associated with technology by way of communication, training, hiring, re-training, stakeholder analysis and mindful keeping. Thus they can play complementary roles. inches

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Technology and HR both have the one thing common i. e., the two are enablers of business.

In recent times, technology has become synonymous with information technology, as almost no other technological development of earlier times would have impacted all spectrum of business as i . t has impacted. No matter of the sort of business you are in i. electronic., services or goods, product or branded, trading or manufacturing, modern-day or traditional deployment details technology in one form or maybe the other is a formality. To manage and deploy technology in an efficient way, all business Organizations would need knowledge workers. Managing of these knowledge staff is the responsibility of HR function. Hence the integration of technology and HR is mandatory.

Having understood technology and HR in the present context we have to understand integration in this situation. Integration would not only mean harmonious co-existing but would also mean one boosting and complementing the other i. e., technology is employed to enhance performance of HR and HUMAN RESOURCES functions helps in taking on and managing change which technology deployment brings in.

Leveraging technology for HUMAN RESOURCES

HR management as a function is in charge of gifts like business strategy performance, administrative efficiency, employee contributions and capacity for change. These are accomplished through what HR people do i. e., staffing, development, reimbursement, benefits, communicate organization design, high performing teams and so on. In the greater part of these areas technology is being deployed.

e-Recruitment

Recruitment is one area where all the companies worth their name power IT. There are two different models of e-recruitment, that are in vogue. A single is recruitment through business own sites and the other is hosting your requirement on the other sites e. g., list. com, jobsdb. com, jobsahead. com, naukri. com, and jobstreet. com and so on so forth. The first models much more popular with the larger companies who may have a brand move for potential employees at the. g., G. E., APPLE, Oracle, Microsoft, HCL, ICICI, Reliance, Mindtree consulting and many others. Other companies opt to go to the job sites. Some are adopting both.

E-recruitment has gone quite a distance since its start. Nowadays these websites have eliminated global. Sites like jobsahead. com and monster. junto de have established global network, which encompasses separate sites for jobs in Down under, Denmark, Belgium, and Canada and so forth Task seekers are able to search job by region or country and business employers target potential employees in specific countries. For example, 3 Com recently published a company profile on the Ireland site that highlights the contributions of three com’s Irish design team in its global projects.

Inside the early on days e-recruitment was seriously affected with flooding the organisations with low-quality bio-data’s. Once again technology has come as a savior. Now pre-employment testing like the one introduced by Capital 1, an US based financial company, help in blocking the applicants. These tools test online e. g., job seekers for call centers. ‘Profile International’ an Arizona based provider of career assessments, has developed tools that allow instant parallelverschiebung of assessment tests between languages. Further developments like video- conference specialized sites, online executives recruitments and combining offline and online methods are leading to a lot more companies adopting e-recruitment at least as a secondary recruitment method. Area Knights Bridge, an ALL OF US based IT company performs video based interview of its possible employees and only short listed employees are met personally. Possibly Cisco was to release the same.