Organizational Excellence by Leveraging Technology

Technology & HR-lever to the other: "The technology and human resources are business facilitators integration of the two would not only mean a harmonious coexistence, but also taking advantage of each other lever HR technology mean digitizing mundane HR activities and automation .. back office and transactional activities related to recruitment, performance management, career planning and succession planning, training and knowledge management. Leveraging human resources for technology involves change management associated with technology through communication, training, recruitment, retraining, stakeholder analysis and conscious maintenance. "

HR technology and both have a common thing in other words, these are business facilitators.

Recently, technology has become synonymous with information technology, like almost any other technological development of the past could have affected the entire business spectrum that information technology has had an impact. To manage and deploy technology effectively, all business organizations need knowledge workers. The management of these knowledge workers is the responsibility of the HR function. Hence the integration of technology and human resources is an absolute must.

Having understood the technology and human resources in this context we must understand the inclusion in this context. Leveraging technology to HR

HRM function is responsible for the results that the execution of the business strategy, administrative efficiency, employee contribution and capacity for change. All of these are held by persons who IE HR, staffing, development, compensation, benefits, design organization communication, high performance teams and so on. It is the company's own recruitment websites and the other held his request on other sites, such as .com monster jobsdb.com, jobsahead.com, naukri.com and jobstreet.com and so on so on. The first models are more popular among large companies that have a brand sweater for potential employees, for example, GE, IBM, Oracle, Microsoft, HCL, ICICI, Reliance, MindTree Consulting, etc. Other companies prefer to go to work. Job seekers are able to seek employment by region or country and employers have targeted potential employees in specific countries. Again technology has come as a savior. New developments that video conference specialized sites, online executive recruitment and combining online and offline methods lead to more and more companies are adopting e-recruitment, at least as a secondary method of recruitment. Arena Knights Bridge, a computer company whose US headquarters performs video interview potential employees and only short-listed employees met in person. Employee Self Service

Employee self-service may be a computer utility, which relieved the most mundane tasks of HR and helped to improve employee satisfaction. Employee self service is a multitude of small activities that were previously performed by employees through HR administrative wing. These are booking travel, travel information rules, travel stories, leave rules, leaving the administration, the administration of insignia, etc. previous all these rules and information were in the custody of HR. Communication

Communication is the most talked management tool has always been a gray area in the management of human resources. In large enterprises with geographically dispersed communication with all staff really had posed formidable challenge for HR professionals. Technology has again come to the rescue. From telephones, fax, emails and maturing in videoconferencing, hawk, etc. web cast Communication is a human resources area, which has been greatly benefited by technology. Knowledge management

Another HR, which is leveraging technology, is employee development. Companies can leverage the knowledge of its employees by cataloging and host it on your intranet. Technology has allowed to recover quickly. The competitive environment where speed is the name of knowledge management focused on gaming technology consistently provides a strategic advantage.

If you look at the ERP HR Module such as PeopleSoft, SAP, Oracle and Ramco they provide you a complete package that helps planning man-power, recruitment, performance management, training and development, career planning, succession planning, separation and treatment of complaints. For career planning, planning for success, skills, methods and range of skills are used by most of these systems. They look for employees with the required skills for the first time in employee database internally. Once implemented in letter and spirit, this system not only improves the company results by matching the right candidate for the right position, but also improves employee retention.

Payroll processing, reporting the Office providing HR-MIS are other routine HR activities that have been downloaded to technology.

Leveraging HR technology to

All HR professionals, preaching or practice, learning and experimentation, teaching or study experienced leveraging technology to HR. Each time the technology is deployed in the new or updated, it implies a change. People have always saved to adopt the change. This is an area where HR professionals must offer ie become change agents and direct the process of adopting and technological change. The resistance change is directly proportional to the speed of change. It's the people that make the difference; HR must therefore explore their experience to facilitate the adoption of technology. Recruitment, hiring off skills prefer to hire for attitude and learning in mind. Where recruitment in the technology era has to undergo a paradigm shift that is, from a basic skills / skill that must be learned attitude and mind / Capacity basic maintenance . Post adoption can release not reinvested surplus employees allocated.

ERP is taken as an example, as it is a technology that makes the employee adoption throughout the organization chart.
1. Selection of packaging

2. Business analysis

3. Design Solution

4. Steering Conference Room (CRP)

5. Go-live and production

In each phase of HR must play a role, helping to mitigate resistance to change.

During the selection process, the change agent may include the company ERP would be beneficial. This will help you design a comprehensive communications plan to create a "pull" for change. During the implementation team of business analysis phase is supposed to analyze existing business processes. During the go-live phase HR has to work over time to maintain high levels of motivation. This example clearly shows that the involvement of HR in the entire technology life cycle is valuable.