“MHR ASSIGNMENT

Technology in HR: Future & Implication”

Submitted by-
Vaibhav Singh
Sec-B
JN180177

“Human resource or HR is a term which describes the employees of the company

or organization. It also applies to the department which is responsible for
managing resources related to employees. In other terms, human resource is a
formal system devised for managing the people in the organization. The motive of
the human resource management is to maximize the productivity of the
employees.”

“The main purpose of human resource is to ensure that the organization is able to
achieve targeted growth through its employees. It is designed to maximize
employee performance in order to attain the employer’s strategic objectives. In
an organization, human resource department is responsible for recruitment of the
employees, training and development, rewards, performance appraisal. It is
concern with organizational change and industrial relation.”

“The human resource management comprises of varieties of activities like

deciding what staffing needs you have, recruiting and training the best
employees, dealing in issues in performance, ensuring the recruited employees
are high performers. Another key responsibility includes organization, utilization
and maintenance of company’s workforce which means to design a framework
which helps in achieving maximum usage of human resources and establishing
communication systems which help in operating in unified manner with the
organization.”
“Over the time, technology is changing the way human resource works. Human
resource is undergoing one of the most disruptive periods it has seen in a decade.
Technology is changing the way HR departments in a company contact
employees, store files and analyze employee performance. Used well, technology
makes HR practices more efficient. When used poorly, it can get in the way of
managing the company's human resources. Good HR practices maximize the
benefits and minimize the problems.”

“Most organizations, whether large or small, can't function to their fullest without
the help of innovation. Innovation impacts the majority of everyday business
exercises, including HR. Basic HR challenges incorporate enrollment of workers,
managing gigantic volume of information and meeting tight due dates. Innovation
at last makes HR's duties less demanding and progressively viable, yet it
accompanies its very own arrangement of difficulties.”

“For a long time the emphasis on HR innovation was to automate and integrate
HR practices. This implied online finance, record-continuing, learning the board,
continue catch, meet and contracting, evaluation, execution examinations,
remuneration, the board, continue catch, meet and employing, appraisal,
execution evaluations, pay, and so forth.”

“Technology has totally reclassified the job of HR everywhere throughout the

world. Ongoing advances in innovation have changed almost every part of HR,
ideal from sourcing to execution the executives. Some industry specialists opined
that technology is one factor that is affecting the HR division to a great extent.”

SOCIAL MEDIA

“Social media plays an important in HR today, particularly with regards to

enlistment. Around a fourth of employers are utilizing social media channels like
Facebook and LinkedIn to enroll staff. HR divisions can utilize web based life not
just for enlistment and furthermore for representative commitment. It is
considered as a prime hotspot for organizations to achieve their HR objectives.”
“Enterprises can utilize social networking channels to achieve target gathering of
people with employment postings and other organization related data. Hardly any
associations utilize internet based life to recount their association's example of
overcoming adversity through photographs, blog entries, Tumblr and Pinterest
pages. What's more, work searchers are utilizing these informal communities to
discover about the organization. It's a decent source to realize what present and
potential representatives are stating about your organization.”

Cloud Based Technology

“Be it a web application or a local application, SaaS applications assume a key job
in each division including the Human Resource Department. Cloud-based
applications are unavoidable in the present business condition. Gathering and
information stockpiling have been so troublesome until the development of
cloud. With the appearance of cloud advancements, all the data, for example,
archives and other relevant data can be effectively gotten to on the web. Worker
data can be documented and composed in a protected area.”

“However, before deploying cloud based solutions, it is required to understand

whether the technology fits well for your current requirement and if it can add a
real value to your business. One needs to weigh potential challenges against the
benefits to understand whether cloud can overcome the business risks. Also, it is
important to consider whether the business procedures can migrate with the
cloud applications. By centralizing the data, the workflow and operations can be
streamlined across the enterprise. Implementing cloud solutions can have a
positive impact on various streams of operations ranging from product
development, workforce management and business integration. This is why most
enterprises are switching to cloud based applications.”

“While technology plays a critical job in changing HR the board programming and
activities from work force the executives to business execution, innovation itself
does not make this change. HR managers must use innovation to drive a genuine
incentive to the business.”
“Advanced technologies encourage more noteworthy reconciliation and
adaptability, consequently enabling representatives to have extraordinary voice
and offer their work involvement. Innovation is ready to disturb HR and reclassify
the eventual fate of human asset division. As HR keeps on embracing the change,
the venture will end up more intelligent. Representative commitment and culture
the executives drives HR in consistently evolving scene.”

“Business basically relies upon three things-characterizing procedure, resource

the board and driving business execution. By the goodness of innovation, HR
without precedent for the history is assuming a genuine position of authority in
business execution.”

AI Is Making Recruitment Smarter

“Recruiting new hires is a tedious and exorbitant process, yet because of

computerization and AI it's motivating simpler to discover skilled individuals who
are an extraordinary fit for your organization. From robotized continue screeners
to robot questioners, a wave of these tech solutions for selecting has hit the
market.”

More Sophisticated and Efficient Compliance

“Staying compliant has frequently been a noteworthy test for HR groups. Laws
and directions are always showing signs of change and frequently require
immense measures of printed material and data. Consistence once required
association and committed IT stockpiling limit, however cloud-based
arrangements have streamlined the procedure.”

Analytics Drive Better Performance Management

“Performance Management has long been an essential HR work. HR experts have

driven the procedure, observing execution, gathering supervisory criticism and
encouraging standard worker audits. Innovation has streamlined the procedure
and wiped out a great deal of pointless advances, yet the following information
driven period of execution the board has arrived.”

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 versatile applications and distributed computing, HR was characterized by

heaps of printed material and a steady battle to stay aware of consistence,
procuring and unending piles of worker data. By rearranging duties like
enlistment, record keeping and finance, innovation has essentially enhanced
effectiveness, exactness and even worker assurance.”

“Digital drives many significant implications for both business and human
resource department. Some of the advantages are:”

“For business
 HR department takes more strategic role
 Employees will become the decision makers
 Eliminate silos, bridge gaps
 Talent management process becomes better
 Talent practices will play a key role”

“For Human resource

 Almost every aspect of the HR will be streamlined understand, accessible
and well-built tech solutions which solve major pain areas of HR managers.
 Collaboration and new organization structure will be evolved.
 HR can analyze employee data, and create customized talent offerings.”
“HR is struggling to keep pace with the rate of progress in the 'new world of work'
as consistent advancement, not least in innovation is quickening - Agility is critical
to staying aggressive and adequately using HR innovation development to remain
on top of things. Interest in HR innovation is developing – This shows a genuine
open door for HR change by utilizing innovation to drive change and development
in the organisation.HR pioneers have expanding proprietorship and control of
their innovation stage – Investing in HR's specialized ability is imperative to
guaranteeing a supportable arrangement.”

“As technological penetration occurs in the field of HR, one can anticipate that
organizations should open an entryway for Artificial Intelligence and Data
Analytics. It is basic that as an ever increasing number of occupations wind up
specialized, the skill required will continue getting progressively available.
Through Machine Learning one can expect enlistment and general worker the
executives programming solution to become smarter.”