Monday, January 24, 2022

Using Technology with regard to Organisational Quality.


Technology & HR-Leverage one for another: "Technology and HR are enablers of business. Integration of both will mean not just harmonious co-existence but also leveraging one for the other. Leveraging of technology for HR will mean digitizing the mundane HR activities and automating the back office and transactional activities linked to recruitment, performance management, career planning, and succession planning, training and knowledge management. Leveraging HR for technology implies managing change related to technology through communication, training, hiring, retraining, stakeholder analysis and conscious keeping. Thus they can play complementary roles."

Technology and HR both have a very important factor common i.e., both they're enablers of business.

Recently, technology is now synonymous with information technology, as hardly any other technological development of yesteryear would have impacted all spectral range of business as information technology has impacted. Regardless of the type of business you're in i.e., services or goods, commodity or branded, trading or manufacturing, contemporary or traditional deployment of information technology in a single form or another is a foregone conclusion. To handle and deploy technology in a fruitful way, all business Organizations would want knowledge workers. Managing of these knowledge workers could be the responsibility of HR function. Hence the integration of technology and HR is an absolute must.

Having understood technology and HR in the current context we ought to understand integration in this context. Integration would not only mean harmonious co-existing but would also mean one enhancing and complementing another i.e., technology is employed to boost effectiveness of HR and HR functions helps in adopting and managing change which technology deployment brings in.

Leveraging technology for HR

HR management as a function is responsible for deliverables like business strategy execution, administrative efficiency, employee contribution and convenience of change. All they're accomplished through what HR people do i.e., staffing, development, compensation, benefits, communicate organization design, high performing teams and so on. In majority of these areas technology will be deployed.


Recruitment is one area where all the companies worth their name leverage IT. You can find two different types of e-recruitment, which have been in vogue. One is recruitment through company's own sites and another is hosting your requirement on another sites e.g., monster .com,,,, and and etc so forth. The very first models is more popular with the bigger companies who've a brandname pull for potential employees e.g., G.E., IBM, Oracle, Microsoft, HCL, ICICI, Reliance, Mindtree consulting etc. Others prefer to visit the work sites. Some are adopting both.

E-recruitment has gone quite a distance since its start. Now these sites have gone global. Sites like and have established global network, which encompasses separate sites for jobs in Australia, Denmark, Belgium, and Canada etc. Job seekers have the ability to search job by region or country and employers target potential employees in specific countries. For example, 3 Com recently posted an organization profile on the Ireland site that highlights the contributions of 3 com's Irish design team in its global projects.

In early days e-recruitment was plagued with flooding the employers with low-quality bio-data's. Again technology has come as a savior. Now pre-employment testing like the one introduced by Capital One, a US based financial company, aid in filtering the applicants. These tools test online e.g., applicants for call centers. 'Profile International' a Texas based provider of employment assessments, is rolling out tools that allow instant translation of assessment tests between languages. Further developments like video- conference specialized sites, online executives recruitments and combining online and offline methods are leading to more and more companies adopting e-recruitment at the least as a second recruitment method. Arena Knights Bridge, a US based IT company conducts video based interview of its prospective employees and only short listed employees are met in person. Even Cisco was to launch the same.

Employee Self Service

Employee self-service is probably one utility of IT, which includes relieved HR of most of mundane tasks and helped it to improve employee satisfaction. Employee self services is an array of small activities, that have been earlier carried out by employee through administration wing of HR. They're travel bookings, travel rules information, travel bills, leave rules, leave administration, perk administration, etc. Earlier every one of these rules and information were in the custody of HR. Every user employee was expected to reach out to HR and have it done. Now with deployment of ESS in the majority of the companies, employee can request for travel related booking online, fill his/her T.E. bills, apply for leave, log time sheet and see his perks value disbursed and due etc. E.g., in Ballarpur Industries Ltd. leave administration is totally digitized in its corporate office. It's working towards digitizing travel related activities, perks and even compensation management and performance management administration. 'Digitize or outsource all the mundane and routine focus only on core and value add' - Vineet Chhabra V.P. -PDC BILT.


Communication which is most discussed management tool has always been a dull area in HR management. In large companies with vast geographical spread communicating with all employees had really posed formidable challenge to HR professionals. Technology has again come for rescue. Beginning with telephones, faxes, e-mails and maturing into video conferencing, net cast, web cast etc. communication is one part of HR, which includes been greatly benefited by technology. Mouse & click companies like Oracle, IBM has an intranet which provides the majority of the information needs of its employees. Brick & Morter companies like BILT also provide made a foray into deploying intranet for internal communication, which includes corporate notice board, media coverage, and knowledge corners.

Knowledge Management

Another part of HR, which is leveraging technology, is employee development. Programmed learning (PL) i.e. learning at a unique pace is certainly one of the very best means of adult learning. Use of technology for this specific purpose can't be over emphasized. Aptech Online University and 'The Manage mentor' are a number of the Indian sites, which have been in this business knowledge management, which is an integral section of any learning organization, which cannot become a reality without technology. Companies can harness the information of its employees by cataloging and hosting it on the intranet. Communicate with 'Big-5' or not 'so big' consulting companies you will discover that main stay of these business is the information repository. Technology has enabled them to retrieve it swiftly. In the competitive environment where speed could be the name of game technology driven Knowledge Management constantly provides an ideal advantage.

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