 |
Onboarding Best Practices |
 |
|
|
Good Guy = Bad Manager :: Bad Guy = Good Manager. Is it a Myth? |
|
|
|
Five Interview Tips for Winning Your First $100K+ Job |
|
|
|
Base Pay Increases Remain Steady in 2007, Mercer Survey Finds |
|
|
|
Online Overload: The Perfect Candidates Are Out There - If You Can Find Them |
|
|
|
Cartus Global Survey Shows Trend to Shorter-Term International Relocation Assignments |
|
|
|
New Survey Indicates Majority Plan to Postpone Retirement |
|
|
|
What do You Mean My Company’s A Stepping Stone? |
|
|
|
Rewards, Vacation and Perks Are Passé; Canadians Care Most About Cash |
|
|
|
Do’s and Don’ts of Offshoring |
|
|
|
Hema Dass |
Technology driven Techniques in HR services
12-08-2017 / 2:13 am #1
|
|
Does using technology-driven techniques for ensuring best HR Services a winning strategy? With recently launched its highly customizable, home-grown proprietary HRMS, called elixirHR, we have planned to serve solutions that cover the entire spectrum of solutions for HR administration with the help of technology. Can this help in providing effective HR Services to the clients? Modification count: 1 |
|
|
Andrew Douglas Kasozi |
Re: Technology driven Techniques in HR services
03-20-2018 / 5:41 am #2
|
|
Yes technology driven techniques enable a shift from the conventional HR Management to Strategic Human Resource Management and that is what modern organizations need to drive their strategic plans |
|
|
Rachel Stinson |
Re: Technology driven Techniques in HR services
05-23-2019 / 3:47 am #3
|
|
Technology driven techniques in HR services surely add to the better organized and happier workforce.It enhances the delivery of service. Technology, no doubt is changing the way of designing and delivering sevices.Digital world has changed the way of hiring and managing organizations...and, all this is making processes more smooth ,powerful and stressfree. All you need to do as an HR is learn this tehcnology well so that you can gain maximum benefit from it.And to be a leader its very important to stay proactive and follow new trends.Your clients will surely be loving this approach and I hope you would be now having more clients as samrt technologies always do magics. I am sure you would be using these technology driven techniques and would be a happy provider of a flourishing organization :) Modification count: 1 |
|
|
Debora M |
Re: Technology driven Techniques in HR services
01-02-2020 / 5:09 am #4
|
|
Here are five other ways technology is changing the face of HR. 1. AI Is Making Recruitment Smarter Recruiting new hires is a time-consuming and costly process, but thanks to automation and AI it’s getting easier to find skilled people who are a great fit for your company. From automated resume screeners to robot interviewers, a wave of these tech solutions for recruiting has hit the market. “We were able to reach out directly via email versus posting on LinkedIn, and subsequently increased our candidate pool,” she says. “Leveraging technology helps us to be proactive in our efforts to get responses instead of spinning our wheels and getting nowhere.” 2. Compliance Is More Efficient and Sophisticated Staying compliant has often been a major challenge for HR teams. Laws and regulations are constantly changing and often require vast amounts of paperwork and information. Compliance once required organization and dedicated IT storage capacity, but cloud-based solutions have streamlined the process. For example, he says, the Fair Workweek movement has emerged as a major working-class issue, with cities like New York and San Francisco passing laws that limit unpredictable work hours that can demoralize workers and make it hard for businesses to retain talent. He says companies that have employed tech solutions for this issue have been able to more effectively navigate these changing rules. “Businesses that embrace technology for compliance will come out on top, with more attractive recruiting and retention efforts, as well as better working conditions that improve employee engagement and increase sales,” he says. 3. Analytics Drive Better Performance Management Performance management has long been an important HR function. HR pros have driven the process, monitoring performance, collecting supervisory feedback and facilitating regular employee reviews. “The raw data pulled from analytics can be used to create actionable insights and ultimately support data-driven decisions around promotions or compensation, development and success planning, and agile cross-functional team staffing,” Dennerline says. He says HR teams can apply analytics to sentiment data generated from hundreds of interactions between employees and managers as part of the performance management process. Analyzing sentiment data helps HR to identify opportunities for coaching, Dennerline says, and allows managers and employees to benchmark their performance. “Though people analytics won’t replace the human elements of HR, 2019 will see them complement humans more than ever before and become an extension of the team,” he says. 4. Better Analytics Boosts Diversity and Inclusion “This is important as more companies — especially with today’s political climate — are pressured to take a stance on D&I workplace issues,” Sarkar says. “For example, companies can use people analytics to get a clearer view of pay gaps and discrepancies so they can do a better job to promote fair salary compensation.” As the spotlight on workplace D&I continues to grow, Sarkar says, it will put pressure on HR software vendors to offer more of these types of offerings. 5. A More Strategic Role for HR Technology has given HR professionals tools that reduce the time they have to spend on administrative tasks, allowing them to focus on issues that require more hands-on attention. Before mobile apps and cloud computing, HR was defined by piles of paperwork and a constant struggle to keep up with compliance, hiring and unending stacks of employee information. By simplifying responsibilities like recruitment, record keeping and payroll, technology has significantly improved efficiency, accuracy and even employee morale. |
|
