Technology has completed changed the way we do things. Gone are the days when the use of technology had no impact on the business. Revolution in the world of computers and the internet has impacted businesses to a level that without technology they would seize to function at all!
From recruitment to sales, everything now sees the use of intelligent software and web applications. Departments like human resources (HR) are no exception to it. Nowadays, HR departments make use of intelligent software like applicant tracking systems (ATS), which has been designed to automate the whole process of hiring. Highly sophisticated job portals are in place to help the applicants reach the employers, who are able to track the applications with much ease. The increased pervasiveness of the internet has made the process of hiring, training and applicant tracking a lot easier and effective.
What has changed in HR practices with new technology so far?
A simple answer to this question would be - everything. Let us see how technology has revolutionized simple practices of HR.
Recruiting technology has undergone a major change with the arrival of new tools. HR departments are now making the most of the internet to recruit the best talent in the industry. No time is wasted in receiving applications and resumes or in communicating with them. Further, ATS reduces the cost of the process and allows comparison between different candidates to help in making an informed choice.
The process of training is an important expenditure for larger business as it includes the cost or travel of the candidate, training materials production cost, and cost of maintenance. However, online training provision cuts most of the unnecessary costs. In addition, it allows the candidate to learn better and faster without any limitations on time and space. Also, you can easily assess the performance based on the records.
One of the important functions of HR is assessing the performance of employees. With the advent of the internet, the appraisal forms are made available online. You can determine whether or not the employee has performed well based on online feedbacks and testimonials.
Data Storage and Retrieval
Highly intelligent tracking systems like ATS allow the HRs to store applicants’ and employees’ data at one place. They can later retrieve this information based on their requirements at any point of time. New software gives you the liberty to sort the data in terms of experience, skills, performance, etc. and helps you make a better decision. Data stored in these systems is accessible online from computers and even mobiles all the time and anywhere across the globe. Centrally stored data allows easy comparisons and appraisals.
Retaining Human Resources
The safety and health of an employee are one of the major concerns for organizations today. Therefore, you have to take extra steps in making the employee feel good at the workplace and making the work environment comfortable and stress-free. Maintenance of employee health and safety is, today, important to retain employees.
In addition, for the profitability of the organization, it becomes crucial to take care of their financial needs. HR departments are making use of new software to make that possible. Good talent is offered some hike in salary or provided bonus depending on the firm turnover.
In conclusion, new software and technology have made HR practices quite simple and hassle-free. Other than cutting down the cost of processes like interviews and training, technology has helped in making the processes faster. With increase in people having access to the internet, one can now choose from the pool of skilled people from across the globe.
Better communication practices through technology help in building a sound employer-employee relationship, which proves beneficial for long term profitability of the organization. HR practices have now become more effective, efficient and transparent due to the competitive advantage that comes with the use of internet and technology.
Author Bio: Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.
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