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5 Ways in Which Digital Technology Impacts the Human Resource Structure

By | Kyla Stewart

Rapid developments in digital technology transform the way businesses achieve different activities in more convenient ways. The change in globalization, availability of mobile and remote jobs, and workforce availability influence the changes in technology use in the Human Resource (HR) structure. The great workforce of freelancers that enables a business to reduce its recruitment costs ensures the digitization of HR processes. Technology affects both job seekers and hiring decision-makers and how they communicate with each other.

One process streamlined by technology is Human Resources Management (HRM). So, what five ways does digital technology impact the human resource structure?

 1.    Effective Staff Recruitment

Companies desiring to stay competitive and get the best potential candidates recognize how crucial it is to digitize their HR processes. Many job seekers go online to search for jobs and respond to vacancy advertisements.

No one knows better than HR professionals how time-consuming and tiring the recruitment screening process takes. From vacancy posting to screening resumes to interviewing and final recruitment of an employee can take a long time. A significant change in the time to recruit someone changed with implementing Artificial Intelligence (AI) HR digital technology. Recruitment AI software highlights areas on resumes that best meets a job post requirement. This enables HR experts to strictly focus on applicant profiles that match the post requirements. This process contributes to lessening the time necessary to identify potential candidates and communicate with them.

2. Performing Background Checks

Part of the HR structure is performing background checks on potential new employees, using an online provider such as uCheck. A common practice today is using social network digital technology to check the online reputation of job candidates. According to a survey conducted by The Harris Poll, many decision-makers find social media an effective tool for getting to know applicants. 67% of decision-makers used the social network to research candidates and their desirability as potential staff. 21% of hiring decision-makers stated they would most likely consider applicants who do not have an online presence. For applicants, what this translates to is a must-have of a social media account, but being careful to maintain the social media account free of profanity and inappropriate photos.

3. Integration of New Staff in the Organization

Technology helps to streamline time-consuming HR administrative tasks like completing paperwork, familiarizing new staff with organizational policies and job requirements, and so on. This HR process, known as onboarding, refers to introducing a new employee into an organization. Before digital technology, it would take companies’ time and resources to complete the orientation of new staff into an organization. However, today the digital market offers a good deal of onboarding software. The design of these HR software makes it easier for HR departments to integrate newly hired employees within the organization. Various articles describe different onboarding software. You can read the article here and find out which onboarding software meets your organization’s HR structure requirements.

  1. Human Resource Documentation Management

A major part of the HR department is the processing and securing of records for all staff in the organization. These documents include staff files that contain compliance documents, health insurance information, certificates, performance evaluations, contracts, payroll and benefits, and other personal staff information. In time, depending on the number of staff in an organization, these documents can pile up. Digital technology makes it easier for HR to store all documents for each employee in an HR system, thus helping HR departments to maintain a paperless structure.

  1. Employee Performance Evaluations

Companies have different criteria measuring how their employees perform on tasks. These criteria, once met, can lead to promotions for well-performing employees. Performance targets stored in an HR digital technology tool lead to rewards given to well-performing employees. These rewards can refer to employee recognition, promotions, and financial targets. All these rewards motivate staff to work harder for their companies. These tools help entrepreneurs to keep track and manage their personal and employee development and career paths. Reports produced from these tools help entrepreneurs analyze and use the best skilled and well-performing staff to achieve business targets.

Final Thoughts

No one can deny that digital technology positively impacts HR structures. HR structures grow more efficient and help build unified standards in an organization. Digital technology makes it easier for companies to record and store data more systematically, securely, and available to personnel allowed to access the system.

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