Enhancement of Technology for employee resourcing process
Here
are some technology advancements, how organization attracts, select, recruit
and retains talent candidates.
According
to
1) Recruitment and Sourcing
candidates: Due to the widespread
use of smartphones, mobile applications, it has become a crucial component
of HR operations. Utilizing mobile apps to simplify employee communication,
manage employee information, and monitor time and attendance. With the
increasing popularity gains from remote work force, mobile devices and
apps play a critical role in maintaining smooth HR processes and
sourcing employee engagement.
Enhancing
technology plays a crucial role in recruitment and sourcing candidate. At
present applicants prefers to apply using their mobile devices while recruiters
use social media platforms like Linked In, Face Book and websites like Top
jobs, Ikman.lk and etc. to publish vacancies and connect with the potential
candidates. By embracing technology for HR operations can enhance the candidate
experience with modernize recruitment process while human resourcing
strategies.
According
to
2) Virtual Onboarding and training
Procedure: Companies set up
efforts for virtual or remote onboarding to help remote workers feel at
welcomed and become productive more quickly.
As
it establishes the tone for the rest of their working relationship, it's an
important period for both the employer and the employee.
Whether
your business is remote-first or not, in-person onboarding is a great approach
to create a welcoming environment and make workers feel valued. However, it is only
one aspect of the picture.
Companies may make sure that remote workers feel
like valued team members right away by instituting a complete online learning
path, pre-recorded communications from key executives, and instructive videos
According
to
A
very good example for having a hassle free virtual onboarding and training
procedure is to improve the candidate experience via chat bots. These
AI-powered solutions have the ability to set up interviews, answer questions
from candidates instantly, and offer application process updates. They may even
communicate with applicants in real time, responding to questions and giving
details about the position and the organization. As a result, candidates have a
better experience, and recruiters can concentrate on tough tasks
3) Data Analytics for Talent
Management: According to
Benefits of Technology for Employee
resourcing Process
According
to
Human
resource practitioners are now able to shift their attention to more strategic
endeavors since automated systems and technologies have made laborious
administrative duties like paperwork and data input simpler. As a result, there
have been less manual mistakes and more productivity gains. Additionally, it help
to store and access accurate and up-to-date employee information and provide a
secure platform for sensitive employee information from unauthorized access.
Automating
Human Resource Processes, such as Payroll systems, can streamline the
generation of precise paychecks and tax forms, eliminate the necessity of
manual calculations and using technology enhance decision making through data
analytics. By enhancing employee engagement and experience, you may make key
information easily accessible to your staff, like pay stubs, benefit information,
and business regulations.
The influence of talent and workforce management on the future of technology in HR management
As
per
According
to
For More informations on technology and employee resourcing process, click on to the below links.
1)https://icehrm.com/blog/impact-of-technological-advancement-on-recruitment-process/
2) https://www.linkedin.com/pulse/role-hr-technology-recruitment-process-business-umbrella
3)https://www.thehumancapitalhub.com/articles/role-of-technology-in-human-resource-management
decisions
based on data.
References
Conway, Y., 2023. Top 10 benefits of HR digital
transformation in 2023. [Online]
Available at: https://www.cornerstoneondemand.com/uk/resources/article/top-10-benefits-of-hr-digital-transformation-en-uk/
[Accessed 24 November 2023].
Energy
Resourcing , 2022. The evolving role of technology in recruitment. [Online]
Available at: https://energyresourcing.com/blog/the-evolving-role-of-technology-in-recruitment
[Accessed 23 November 2023].
Freestone,
T., 2022. How do you leverage data and analytics for talent management
decisions?. [Online]
Available at: https://www.linkedin.com/advice/0/how-do-you-leverage-data-analytics-talent-management
[Accessed 23 November 2023].
Frey, C. B.,
2019. The technology trap: Capital, labor, and power in the age of
automation.. s.l.:Princeton University Press..
M Yang, B.
A. R. H. L. C. X. L. Z. H. J. L. C. H., 2020. The Application of Applicant
Tracking System in Human Resource Management., s.l.: IEEE.
Pan, T.,
2023. The Benefits and Challenges of Implementing Technology in HR
Management. [Online]
Available at: https://talent500.co/blog/the-benefits-and-challenges-of-implementing-technology-in-hr-management/#:~:text=Technology%20has%20simplified%20and%20automated,tracking%20of%20performance%20and%20attendance.
[Accessed 23 November 2023].
Reddy, B.,
2018. Impact of Technology on Recruitment.. International Journal of
Management, Technology, and Social Sciences, 3(2), pp. 01-11.
Sherif, A.,
2023. The Role of Technology in Modern Human Resource Management. [Online]
Available at: https://www.linkedin.com/pulse/role-technology-modern-human-resource-management-ahmed-sherif/
[Accessed 17 november 2023].
Stone , D.
L., Deadrick, D. L., Lukaszewski, K. M. & Johnsom, R. D., 2015. The
influence of technology on the future of Human Resource Management. Human
Resource Management Review, 25(2).
Zavvy, 2023.
What Is Virtual Onboarding and How to Do It Right?. [Online]
Available at: https://www.zavvy.io/blog/virtual-onboarding
[Accessed 23 November 2023].
Additionally, It’s important to note that AI is not a replacement for HR professionals. Instead, it can be used as a tool to augment their work. HR professionals can coexist with AI tools by creating awareness, being transparent, investing in training, and taking a bottoms-up approach with implementation
ReplyDeleteCertainly! AI isn't meant to replace HR professionals; it serves as a valuable tool to complement their work. HR professionals can collaborate with AI by promoting awareness, transparency, investing in training, and adopting a gradual implementation approach from the ground up.
DeleteWhat are the potential challenges in adopting new HR technologies?
ReplyDeleteAdopting new HR technologies can bring several challenges, such as:
Delete*Employees may resist using new tools due to unfamiliarity or fear of job displacement.
*Integrating new systems with existing HR infrastructure can be complex and time-consuming.
*Safeguarding sensitive employee data from breaches or misuse requires stringent measures.
*Implementation costs and the need for training may strain budgets and resources.
*Ensuring proper training and support for employees to effectively utilize new technologies can be a hurdle.
Addressing these challenges requires strategic planning, effective communication, and a phased approach to implementation for successful adoption of new HR technologies.
The world of recruitment and HR is continually improving with technology. HRM involves having responsibility for sorting employee payrolls, talent acquisition, performance management, administration and interviewing and hiring new employees. But how is technology working to enhance the performance and speed with which the hiring process is implemented? This is where the Artificial Intelligence (AI) come in…
ReplyDeleteWhile technology can bring many benefits to HR management, there can also be costs related with its implementation. These costs can include the purchase of software licenses, hardware upgrades, and training for employees. Additionally, some technology solutions may require ongoing maintenance and support, which can add to the overall cost of the organizations. It’s important for HR professionals to carefully evaluate the costs and benefits of implementing new technology, and to ensure that any investments are aligned with the organization’s overall goals and budget. Is there a way to reduce this cost
Reduce the costs associated with implementing technology in HRM, there are several approaches that can be considered as utilizing cloud-based HR software, exploring open-source software, comprehensive training programms and choosing technology solutions that seamlessly integrate with existing systems can minimize the need for additional modifications or adaptations can mitigate the costs associated with implementing new technology while maximizing its benefits in enhancing the efficiency and effectiveness
DeleteAgreed. By strategically enhancing technology in the employee resourcing process, organizations can create a more efficient, data-driven, and candidate-centric talent acquisition function. The goal is to leverage technology to not only streamline administrative tasks but also to enhance the overall candidate experience, improve the quality of hires, and contribute to the organization's long-term success.
ReplyDeleteIntegrating technology into the employee resourcing process isn't just about efficiency; it's about crafting a more candidate-focused, data-driven approach. so this evolution aims to elevate the candidate experience, refine hiring quality, and play a pivotal role in the organization's enduring success.
DeleteThe purpose of technology is to make a person’s life easier. Whether it’s the finance department, the marketing department, the research department, the human resources department, or any other department in the company, these are created to bring out an innovative solution to the modern problems faced by the organization in order to manage the employees. Although businesses today rely heavily on technology, they are still in need of creative problem solvers who can help them adapt to new challenges. In addition to managing human resource processes and functions, the software must be used by top-level managers to keep an eye on employee performance indicators like efficiency and output. The software, which is called assessment management software, helps the HR department of any company a lot with these kinds of tasks.
ReplyDeleteAgreed. Technology serves as a catalyst for enhancing lives by streamlining operations across various departments within an organization, including finance, marketing, research, and human resources. Its purpose is to offer innovative solutions to contemporary challenges, aiding in efficient employee management. Despite heavy reliance on technology, the demand for creative problem solvers remains crucial for adapting to evolving complexities. Assessment management software, employed by HR departments, plays a pivotal role in overseeing employee performance indicators such as efficiency and output, enabling effective management of human resources processes and functions.
DeleteAgreed. By utilizing predictive analytics, businesses can identify and attract candidates with high potential for success, streamline candidate selection, and use real-time performance tracking systems. AI-powered tools can identify patterns and trends in performance data, allowing for more informed evaluations. Employee engagement data can be analyzed to identify factors influencing job satisfaction and motivation, and personalized strategies can be implemented to foster a positive work environment.
ReplyDeleteAbsolutely! Predictive analytics and AI-driven tools have revolutionized talent acquisition and management. Leveraging these technologies enables businesses to make data-driven decisions, optimize recruitment processes, and tailor strategies for enhancing employee engagement and satisfaction. The insights derived from real-time performance tracking and analysis of engagement data empower organizations to create more personalized and conducive work environments, ultimately driving success and productivity.
DeleteAgreed. The truth about AI in HRM is that it would never be able to replace the HRM role, but will definitely make an HRM professional's work easier. AI powered chatbots can handle routine HR queries such as leave requests, policy inquiries and benefits information. It can also play an important role in 'Inclusion', wherein AI tools can assist in mitigating biases in the hiring process by focusing on skills and qualifications rather than demographic factors.
ReplyDeleteAbsolutely truth. AI in HRM is more about augmenting the role of HR professionals rather than entirely replacing them. Its ability to streamline repetitive tasks like handling routine inquiries and enhancing inclusivity by emphasizing merit over demographic factors indeed lightens the workload of HRM professionals. Ultimately, it empowers HR teams to focus more on strategic decision-making, fostering employee engagement, and creating a more inclusive work environment.
Delete