TECHNOLOGY AND HUMAN

RESOURCES (GROUP G3)

PRESENTED TO:
DR. SAHAR ABDEL AZIZ

PREPARED BY:
REHAM MOHAMED ABDUL JAWAD MOHAMED 18221351
DUAA KHALED HUSSAIN MOHAMED SHAFIQ 18221707
AHMED MAGDY ALY HEGAZY 18221703
TABLE OF CONTENTS

• Introduction
• HR technology in brief
• Best practice
• Application
• Advantages
• Challenges
• Recommendation
• Application of Hr technology system in your organization
• Role of Human resources
• Questions
INTRODUCTION
• The world technology and mobile computing has made the concept
“traditional workspace” a thing of the past

• Today employees can work from anywhere at any time

• Technology has completely changed the role of human resources all over the world
• Recent advances in technology have transformed nearly every aspect of HR right from
sourcing to performance management
• Some industry experts stated that technology is one factor that is impacting the HR
department to great extent
HR TECHNOLOGY IN BRIEF
• What is HR technology?
• HR technology Any technology that is used
to attract, hire, retain, and maintain human
resources, support HR administration, and
optimize human resource management.
• How did human resources use
technology a decade ago?
• HR technology was primarily used to
design systems for improving HR
administration, record-keeping, and
helping redesign HR processes

• Why does HR uses technology ? • How does human resources uses

• to enable workers to learn and develop,
technology today?
collaborate, share feedback, steer their • Today, digital technologies is used in
every aspect of HR, from sourcing and
careers, and even manage other people
recruiting to talent and performance
more effectively. management

• To summarize the development of HR technology are

1. paper-based systems
2. early personal computer (PC) technology,
3. electronic databases
4. Web-based technology.
BEST PRACTICES AND APPLICATION
• Wearable Technology
• Top companies like Google, Apple, and Microsoft
have started introducing wearable technology in all
the devices
• Wearable devices can make your employees stay
connected and improve time management
• Wearable technologies provide a wealth of
opportunities for employee engagement, including
increased productivity, benefit incentives and
security.
• Wearable devices not only improve communication
and also enhance operational efficiencies.
• some businesses are exploring new ways to turn
wearable device into powerful tool.
• Any HR department that considers switching to
wearable devices should get an idea about what
type of information the devices can track and how
the compliance works
BEST PRACTICES AND APPLICATION
• Mobile emerges as a new HR technology platform
Example SOFTWEB application https://www.youtube.com/watch?v=DL1U2IqGP5Q
BEST PRACTICES AND APPLICATION
• Enterprise resource planning ERP system like SAP
• example Arcus https://www.youtube.com/watch?v=6qys-562kp4
• Centralized system that provides integration
for all major enterprise functions
• Improves better decisions taken with all
data available on one system
• Improves communication between
department rather than the island principle
• Provide documentation for all processes
• Needs server and equipment for running
inside a company
• Reduces administration and record keeping
works
• helps companies reach their goal, decrease
their cost & save their time through
automating repetitive tasks
BEST PRACTICES AND APPLICATION
• Built for the cloud” technology providers redefine HR functions
• Example oracle cloud ERP https://www.youtube.com/watch?v=c9HfNg4a_Og

• Same as ERP but with all

system uploaded on cloud
• No need for Expensive
equipment to maintain server
within premises
BEST PRACTICES AND APPLICATION
• New software categories include feedback, engagement, and culture management
• https://www.youtube.com/watch?v=YbYi7_JumNs

• Companies is concerned about

low level employees so the
software provides the following
• Real- time feedback is vital

• Assessing culture
https://www.ethics.org/culture-
assessment/

• Monitoring engagement

• Managing employee
performance & goals
BEST PRACTICES AND APPLICATION 2
• Performance and goal management are reinvented with feedback and check-ins

• Feedback is essential to show

whether the software Is serving
your goal or not
• Continuous improvement is
carried out through these
feedbacks
• Major company focuses on what
large companies need which
leaves a lot of companies
having trouble having the
appreciate tools for supporting
performance system redesign
BEST PRACTICES AND APPLICATION
• HR technology innovation brings employee engagement to the fore

• The HR technology is changing

• Managers look to upgrade and replace existing HR
systems to increase performance & efficiency but
they must choose the system as per the following
• The number of employees using HR tools
• the duration
• frequency of their usage will become important
measures of engagement and effectiveness.
• consumer-like experiences
• mobile capabilities
• predictive analytics
• allow employees to test them for
• ease of use
• features workflow
BEST PRACTICES AND APPLICATION
• Better Data for Managing, Recruiting and Retaining Employees
• HR technology improves recruit, retain, and
manage employees
• Social recruiting help reaching new candidates
• time and attendance systems and integrated data
management, can provide better visibility for
employment process.
• HR technology can help companies make smarter
decisions throughout the hiring and employee-
lifecycle process.
• In a recruiting pool where candidates can find a job
on Twitter, apply via a mobile device on LinkedIn,
conduct mobile video interviews, use digital
signature technology to sign their offer letter, and
show up for their first day of work remotely
• companies that invest in technology today may reap
the most rewards.
BEST PRACTICES AND APPLICATION 3
• The Use Of Talent Websites

Why go
local
when you
can go
global
BEST PRACTICES AND APPLICATION
• Video Job Interviews

• Interviewing talents
from other cities or
even other countries
• Saves a lot of time
BEST PRACTICES AND APPLICATION
• Big Data Powers Organization
• https://www.youtube.com/watch?time_continue=103&v=jH44SfUNpWw&feature=emb_logo

• helps Hr to understand their customers

• Market to target audience group and
communicate with prospective customers
• When used with other technologies, Big Data
helps to gain a deep insight and allows HR
professionals to make decisions powered by
vital information
• Big Data gives HR managers
• Fact-based view of the current workforce
• helps them to identify emerging trends.
• analytics helps recruiters assess potential
employees
• make better risk management decisions.
BEST PRACTICES AND APPLICATION
• Mobile Apps are the Future
• Workforce across various operations seeking
access to applications via mobile devices
• Companies adapt their HR systems to be
applied on applications with
• mobilization process
• An interface that employees are looking for
• the trend of creating applications that
streamlines the basic HR functionality continues
to evolve.
• Today, mobile apps have become essential for
every application that a company develops.
BEST PRACTICES AND APPLICATION
• Social Media – A powerful tool
• Essential to recruitment
• Around a quarter of employers are using social media
channels like Facebook and LinkedIn to recruit staff
• HR can use social media for
• employee engagement to reach their HR goals.
• Improve communication in the work place
• job postings and other company related information
• to tell their organization’s success story through
photos, blog posts, Tumblr and Pinterest pages.
• keep up with the news, technology and trends
• Build relationships by sharing industry knowledge
• job seekers uses social networks to
• find about the company
• to know what employees are saying about your
company.
Most companies will consider integrating applications with
LinkedIn or Facebook instead of developing corporate
applications in the future.
BEST PRACTICES AND APPLICATION
• Bring Your Own Technology (BYOT)
• https://www.youtube.com/watch?v=Qj-9W6JNtr0
• Most companies love the innovation
that can make their products work
smarter
• BYOT has become a new trend today,
and companies started embracing it
due to the level of convenience it
brings to businesses.
• Companies that develop the concept
of BYOT should make sure that their
policies include guidelines for
protecting confidential data and
ensure proper measures are put in
place if their device is lost or stolen.
• security is one of the top most
concerns for businesses
BEST PRACTICES AND APPLICATION
• Move There Will Be A From Quantity To Quality.
• these technological advances
are amazing
• many Leaders & HR have
used some of tech. trends
• Very innovative used many
of tech. trends
• A lot found out (after
spending money and
resources) that some are
a terrible match for their
organizations
BEST PRACTICES AND APPLICATION
• Real Time Talent Management Matters.
• Tools that allow continuous monitoring of
performance are better for everyone
• Half annual formal employee review is fast
becoming obsolete
• software that enables us to stay on top of things in
real time is also very important in order to detect
Problems as early as possible such as:
• If employees productivity decreases it alerts us
increase productivity like Recognition,
gratification & rewards
• employee relationships that can be nurtured.
• Instant reach of information needed.
• Real time monitoring gives HR and Leaders more
power to do more good and weed out the people
who are not a good fit.
APPLICATION OF HR TECHNOLOGY SYSTEM IN
YOUR ORGANIZATION
• We have 3 steps for application
of HR system:
• Adaptation
 Analysis
 Determine requirements
• Implementation
 Project teams created
 Software
 Privacy & security concerns review
• Institutionalization fees
 Training
 Change management activities
ROLE OF HUMAN RESOURCES
• Implications of Technological Disruption
• Digital drives many significant implications for both business and human resource
department. Take a look at few advantages:
• For business
• HR department takes more strategic role
• Employees will become the decision makers
• 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
• Collaboration and new organization structure will be evolved
• HR can analyze employee data, and create customized talent offerings
• Evaluating
REFERENCES

• https://www.ijser.org/researchpaper/Technological-Trends-in-Human-
Resource-Management.pdf
• https://www.iosrjournals.org/iosr-
jce/papers/conf.15013/Volume%203/12.%2055-57.pdf?id=7557
QUESTIONS