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Technology in HR: Yesterday’s luxury, today’s hygiene

Source | ForbesIndia

The evolution of how businesses are run and the transition of HR, from being a pure play administrative function to personnel management and then HRD have been phenomenal. The challenge is for the function to move beyond its current position and focus on the domain while partnering with businesses. It is imperative for HR practitioners to either gear up to be ahead of the curve and meet the requirements of the corporate world or allow themselves to be overtaken by the changes in the business and remain mute bystanders fulfilling administrative requirements. In the current business scenario, there is an urgent need for the function to transcend beyond its traditional mindset.

In addition to specialising deep into the domain, the HR practitioner has to adopt newer tools and platforms for him/her to be relevant. Putting it simply, the HR professional needs to partner with businesses to be seen as someone whom the business can consult and play an effective role. To move up the value chain, there is an urgent need for letting go of routine tasks, integrating processes and adopting new methods. Seamless HR services and operations will only be possible when HR integrates everything through digitisation and the use of technology.

Digitised HR Processes:
Digitisation is the order of the day and integral to every function in any organisation. In order to have a “happy marriage” between HR and business, technology needs to be leveraged and acknowledged as the vital magic ingredient. For example, every aspect of the employee life cycle, be it hiring, training, career development, appraisals, employee engagement as well as employee exits have to become seamless. This can be attained when each of the sub-systems talk to each other and this is possible only through the use of technology.

The employee life cycle, which starts from talent forecasting to hiring will be a lot more effective in a digitised environment. The introduction of a platform/ tool to integrate all aspects of hiring (including different assessments for selection) will help understand the skill level of a prospective candidate, while providing insights for training and skills development as soon as the candidate is on board. Basically, a single assessment undertaken at the time of selecting a candidate can also be used to analyse skill gaps and help in planning for training after the talent joins the organisation.

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