Human Resources Technology can help your organization and create a positive impact on your business. In this series, explore the role technology plays in human resources management (HRM); categories of HR technology, what it can do for you, the benefits of employing this technology, and how it can affect your employees. We will also examine some of the challenges associated with implementing technology into HR. The purpose of this post is to provide HR managers with an understanding of the value of implementing technology into their organization.
There are many uses to which human resources technology can be put to good use in the workplace, from tracking attendance to implementing employee performance management systems. Workforce participation and motivation are at an all-time high, and there has never been a better time to make your employees feel engaged and productive. One great way to encourage productivity in the workplace is to implement a system that tracks employee wellness and performance. Workplace wellness programs are designed to foster good health and wellness throughout your workforce-from your newest hires to the most senior positions.
Monitoring your new hires is just one application of human resources technology. Workforce performance management software can monitor performance statistics and provide feedback to your hiring department. These performance metrics can include everything from attendance to skills on the job to customer satisfaction to growth opportunities. Another application of this technology is the ability to track your HR department’s hiring process. HR hiring software can collect data on every employee hired and customize reports for the future. This makes your hiring process more efficient and can save your human resources department time by avoiding the traditional data entry processes used in the past.
In addition to tracking workforce productivity and performance, another application of HR technology is to collect detailed information on your current employees. Human resources departments collect information about your employees through many different mediums-employer demographic, salary information, career information and more. With so much detail available, managers can use this information for many purposes. By accessing detailed profiles, managers can get an idea of what makes certain people successful, and what does not work well-making it easier to make hiring decisions. Human capital management can also be very useful for companies looking to re-train their entire workforce.
Along with tracking workforce productivity and performance, human resources professionals can use AIT to streamline processes. Streamlining can make it easier for you to get the most out of your employee’s talents. AIT can also help you gain access to the complete profile of your employees-from their educational background to their professional experiences and interests. Through AIT, managers can even access the onboarding profile of each of your employees-a helpful tool for making hires and training decisions. AI can also make it easier to match your job applicant to an opening, cutting down on the amount of time spent sifting through resumes. In addition, AIT can help you automate processes such as benefits and employee onboarding.
As you can see, there are many ways that AIT can be used in the workplace. However, before implementing an AIT solution in any area of your business, be sure that you develop a business case. Your business case will serve as your guide in deciding which technology solutions would be best suited for your company. Your business case should include everything from data collection to applicant tracking systems.