Human resource management is a complex field, and technology today plays a huge role in reducing this complexity and making it easier for HR professionals and practitioners to improve the way they manage their tasks. In this article, we will go into the specifics and see where technology is actually making a difference:
Streamlined recruitment process: Recruitment processes can often be conducted in an ad hoc manner with communication among stakeholders being minimal and inconsistent. There are multiple stakeholders in recruitment, and in the absence of a single platform for all of them to work together on, they have to use multiple tools and systems to collaborate with one another. Also, the recruitment process takes place in steps, and there needs to be an effective way of keeping tabs on everything that is going on.
This is provided by the software. HR software’s recruitment module does everything to make recruitment easier for stakeholders. It allows users to keep track of the entire process from a single location and allows everyone to work together in a collaborative manner. The solution’s applicant tracking system does everything from monitoring to communication, and ensures that users have a handle on the process.
Meaningful performance appraisals: Performance appraisals are often broken in organizations, with practitioners just going through the motions. Though appraisals are organized periodically (usually once a year) and feedback given, employees neither act on the feedback nor is there any visible improvement in performance. This happens for a variety of reasons, of which a few are: a) lack of effective systems in place to collect data b) lack of analyses mechanism c) ineffective feedback and reporting processes.
HR technology solves all these issues and makes performance appraisals meaningful again. The software will help institute a streamlined data collection system. The data can be automatically crunched and turned into results, which can be shared with the pertinent stakeholders for faster and better decision-making. Since the effort put into appraisals comes down drastically, organizations can even have appraisals more frequently, and therefore monitor performance more effectively.
Data management: In the course of HRM, HR professionals have to collect and store a lot of data from and regarding employees. This includes all sorts of personal information as well as sensitive stuff like contact and financial information. However, there is no point in locking it up and throwing away the key. This information is necessary for a variety of things, and what organizations need is a way to keep this information secure yet make it available on demand.
This is possible with the data management module of HR software. it gives organizations a place to store all kinds of sensitive information that can be called in an instant. Also, since this information is protected, it can be shared with the pertinent people easily while keeping intruders out.
Communication: HR professionals need to communicate with the employees a lot. Also, the HR team needs to periodically send some information to the employees, which may differ according to the level of the employee in the company hierarchy. All this complexity in communication can be eliminated, and it can be automated, using HR technology. The software can be used to configure alerts and notifications to the right stakeholders at the right time. Also, the software automates acknowledgements and notifications in cases like company holidays and time off requests so as to keep communication flow smooth. Also, the software makes it easier for employees to communicate with the HR team, and get their grievances solved, if any. The software will neatly sort through the questions and responses so that it becomes more convenient for the stakeholders.
Analysis: This is perhaps the biggest difference that HR technology makes to human resource management. By capturing data and using analytics tools to crunch the numbers and using them in decision-making, organizations can learn so much, and improve so much. In fact, the mere act of using analytics can put organizations ahead of their competitors who are not doing this. HR technology comes with a bunch of analytics and allows users to create their own analytics so that there can be complete clarity on how things are working and what needs to change. The software also allows for easy sharing of the results of these analyses so that everyone can be kept informed and no one takes bad decisions for lack of data.
Visibility: Another major difference to HRM that happens because of technology is visibility and transparency. HR decisions can be controversial or seem biased sometimes, and being transparent is highly important so as to not demotivate the employees. Also, senior management needs to keep tabs effectively on all aspects of HRM, and they cannot do this without adequate visibility. HR technology brings all the different aspects of HRM on to a single platform and gives organizations the chance to ensure total visibility.
The above are some specific instances or cases how technology can make a difference to human resource management. However, HR technology can also improve the way HRM is conducted in general, and reduce the effort on part of the stakeholders in managing their affairs. The software will save so much time and money for organizations and is easy to deploy and use.