Human Resource Management, predominantly termed as HRM, is basically the management of human beings. How is it any different than managing an organization? Humans. We’re the key. Humans – fortunately, and unfortunately – have brains. Hence we appoint more humans inside the organization to handle the employees. That is human resources.
Dramatic Entrance of Technology
After 1850, the world witnessed a major revolution within the umbrella of Human Resources. After numerous experiments and theories and studies, human resource management became a fully-fledged management function with the hierarchical line of human resource managers. Meanwhile, on a parallel track, information technology also fell victim to the inevitable evolution. The results of which, as we can clearly see, have been the cause of major comfort (as well as discomfort) through the years. (You reading this blog itself is a piece of reasonable evidence for technology’s advantages.) We will take you on a step by step tour of how technology is helpful during different stages of Human Resources Management.
Stage 1: Recruiting
Employees are the core of any firm. It is up to the HRM department to recruit the people that match with the company portfolio as well as the ideology. The demands of the interviewee and the interviewer have to be in sync for the successful completion of the recruitment process. Now, this is where technology works its wonders.
Respondent: If you are an interviewee, your main objective is to clearly communicate your idea. For the people who constantly struggle with this aspect, don’t be disheartened just yet! The machine intelligence can help you write better CVs, or Statement of Purposes. A very recently famous software – Grammarly; it helps the writers create a clear, mistake-free write-up. Other similar examples may include Ginger Software, LanguageTool, Reverso, Hemingway Editor and WhiteSmoke.
In order to lend honest expectations to the respondents, the companies can put up software that will give the employees a real-life experience of the job before applying.
Recruiter: As for the recruiters part, the software including Wonderkind, LinkedIn, InternShala, Xref, help you spread your job adverts to the right places based on your job specifications.
Technology also plays a major role in shortlisting the appropriate candidates. Using Applicant Tracking System Software can save a humongous amount of time and manual labour. Some of the top ATS software include ZImyo, Zoho Recruit, TalentRecruit, Harver.
RPA: Another evolution in the information technology department is the Robotic Process Automation, alias RPA or Chatbots – if you want to use a simpler term. One major benefit of having a Chatbot is that it is never out of the office. You can reach out to your candidates and answer their queries immediately without having to personally type out the same aspects of the company policies again and again. Some examples of RPA include Blue Prism, UiPath, Softomotive.
Stage 2: Getting Comfortable
A process that is technically termed as On boarding, consists of the procedures included in getting the new-hires acquainted to the work environment. Some of the top on boarding tools are Trello, Talmundo, Click Boarding.
Stage 3: TMD – Talent Management Dashboard
Talent Management Dashboard helps the recruiters and managers keep a database of employees’ talent-pool. They can overview the staff’s performance and give regular feedback based on that. Zoho recruit itself provides the talent management tool. Apart from that BambooHR helps with the TMD as well.
Material Benefits of Technology
HRM is all about managing bazillion profiles, their payrolls, their leaves, their specifications – basically a lot of data. Technology can be a huge help when it comes to managing such a vast amount of data.
Using different technology infused systems reduces the time consumed by the recruiters. It lets the employees get through the procedures without having to tediously wait for days.
Role of HRM Department
Using technology gives the Human Resources department a strategic role; the tasks for the HR managers are more streamlined through the technology.
Technology bridges a lot of communication gaps between the hierarchical tiers of managers and other staff members. Using exclusive mobile applications limited to a particular firm can help employees keep track of their performance, their leave record and indulge in a healthy peer competition.
Reaching out to the firms outside of their own company is now extremely easy due to technology. Collaborating with different companies from different areas of interest can be done much faster.
Finally, as the last but certainly not the least point, technology helps the firm keep pace with the outer world evolution of business. Being on the same page as the outer world is not only beneficial for communication, it also affects the enterprise’s overall status in the market.
Technology is a necessary ladder for the success of a firm in each and every aspect, especially of human resources management. Specific benefits, including the step by step analysis of the technology’s demand from the HRM department, are discussed. Overall advantages of technology in terms of data, time, manual labor are also mentioned.