Effect of Digital Technology in Human Capital Management
Present global challenging corporate environment, human capital professionals more knowingly human resources professionals excitedly depends on technology related with their field. RFID, Biometrics, Smart-Card, Web-clients server, Internet-Intranet etcetera all are using for better human capital management. Present days, core HR responsibilities as diverse as recruitment, oversight of legal and regulatory compliance, benefits administration, and the safeguarding of confidential employee information cannot be carried out effectively without high-tech tools. Technology both hardware and software are using to carry out the successful day to day HR management in corporate business houses.
In a world where what matters gets measured, many HR professionals are turning to sophisticated analytics to gauge their department's strategic contributions. From planning to recruitment, retention to performance, training to development everywhere technology has been adopted in HR for better operation with efficiency. Workplace diversity initiatives are getting a boost from technology. Remarkable developments in assistive technology, for example, have increased job opportunities for people with physical disabilities. Some employers say that investing in such technologies is simply the right thing to do; others argue that such initiatives are good for the bottom line since they allow companies to recruit from a broader pool.
Employers are also turning to technology to assist in evaluating their workers and vice versa. Electronic systems can automate performance management processes, ensure an accurate "grading curve" and guarantee feedback to employees. Meanwhile, many companies are relying on technology to streamline traditionally cumbersome employee surveys. Technology has significant impact on organization and employee development in such areas as e-learning, computer-based testing and workplace collaboration. Organizations are increasingly using technology in training.
Human resources professionals are upping their reliance on technology to manage safety and security information and functions. Workplace safety and security can benefit from technology by facilitating acquisition and analysis of injury and illness data, injury costs per employee, training documentation and management, performance management, electronic communications, digital access key log-in information, security camera data management and identity theft protection. Biometrics devices that use fingerprints or other physical traits for identification can help solve some employee discipline problems and protect sensitive data. Time clocks are one of a growing number of workplace applications of biometrics.
During the last decade, the Internet has played a growing role in external recruiting. Large, all-purpose online job boards quickly found a place in recruitment. Meanwhile, niche sites catering to specific industries and demographic niches such as women and Asians won favor. Online corporate job sites and intranets have become key recruiting tools, allowing employers to get the word out about job openings quickly and inexpensively.
Employers also are using technology to market job openings more strategically. Many capitalize on emerging technology like RSS-real simple syndication-allowing online postings to reach job seekers via e-mail or text message as soon as a new job is posted. Others are enhancing traditional online listings with videos and podcasts. Meanwhile, employers have had to adapt to tech-savvy candidates and multimedia resumes that include text, photos, video and sound.
Now a day many HR professionals are relying on electronic on boarding systems to handle tasks including assigning parking passes, computers, uniforms, e-mail addresses and security badges. Some employers-particularly those with a scattered workforce-are capitalizing on computerized learning systems for orientation and to deliver coaching on topics from sexual harassment avoidance to conflict resolution.
Indeed HR professionals, working in tandem with information technologists, now rely on policy and software to monitor data flow, block inappropriate data such as pornography, and prevent the leaking of trade secrets. HR professionals also rely on automated systems to direct employee benefit contributions. Such systems automatically direct a portion of workers' pay toward their retirement savings plans unless employees opt out, for instance.
And while total rewards statements that alert employees to the total value of their compensation benefits packages have been around for years, many companies now are making that information available to workers electronically through HR information systems or self-service sites.
Present global challenging corporate environment, human capital professionals more knowingly human resources professionals excitedly depends on technology related with their field. RFID, Biometrics, Smart-Card, Web-clients server, Internet-Intranet etcetera all are using for better human capital management. Present days, core HR responsibilities as diverse as recruitment, oversight of legal and regulatory compliance, benefits administration, and the safeguarding of confidential employee information cannot be carried out effectively without high-tech tools. Technology both hardware and software are using to carry out the successful day to day HR management in corporate business houses.
In a world where what matters gets measured, many HR professionals are turning to sophisticated analytics to gauge their department's strategic contributions. From planning to recruitment, retention to performance, training to development everywhere technology has been adopted in HR for better operation with efficiency. Workplace diversity initiatives are getting a boost from technology. Remarkable developments in assistive technology, for example, have increased job opportunities for people with physical disabilities. Some employers say that investing in such technologies is simply the right thing to do; others argue that such initiatives are good for the bottom line since they allow companies to recruit from a broader pool.
Employers are also turning to technology to assist in evaluating their workers and vice versa. Electronic systems can automate performance management processes, ensure an accurate "grading curve" and guarantee feedback to employees. Meanwhile, many companies are relying on technology to streamline traditionally cumbersome employee surveys. Technology has significant impact on organization and employee development in such areas as e-learning, computer-based testing and workplace collaboration. Organizations are increasingly using technology in training.
Human resources professionals are upping their reliance on technology to manage safety and security information and functions. Workplace safety and security can benefit from technology by facilitating acquisition and analysis of injury and illness data, injury costs per employee, training documentation and management, performance management, electronic communications, digital access key log-in information, security camera data management and identity theft protection. Biometrics devices that use fingerprints or other physical traits for identification can help solve some employee discipline problems and protect sensitive data. Time clocks are one of a growing number of workplace applications of biometrics.
During the last decade, the Internet has played a growing role in external recruiting. Large, all-purpose online job boards quickly found a place in recruitment. Meanwhile, niche sites catering to specific industries and demographic niches such as women and Asians won favor. Online corporate job sites and intranets have become key recruiting tools, allowing employers to get the word out about job openings quickly and inexpensively.
Employers also are using technology to market job openings more strategically. Many capitalize on emerging technology like RSS-real simple syndication-allowing online postings to reach job seekers via e-mail or text message as soon as a new job is posted. Others are enhancing traditional online listings with videos and podcasts. Meanwhile, employers have had to adapt to tech-savvy candidates and multimedia resumes that include text, photos, video and sound.
Now a day many HR professionals are relying on electronic on boarding systems to handle tasks including assigning parking passes, computers, uniforms, e-mail addresses and security badges. Some employers-particularly those with a scattered workforce-are capitalizing on computerized learning systems for orientation and to deliver coaching on topics from sexual harassment avoidance to conflict resolution.
Indeed HR professionals, working in tandem with information technologists, now rely on policy and software to monitor data flow, block inappropriate data such as pornography, and prevent the leaking of trade secrets. HR professionals also rely on automated systems to direct employee benefit contributions. Such systems automatically direct a portion of workers' pay toward their retirement savings plans unless employees opt out, for instance.
And while total rewards statements that alert employees to the total value of their compensation benefits packages have been around for years, many companies now are making that information available to workers electronically through HR information systems or self-service sites.
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