Data Collection:

The process of researching if technology will be a boon to Human Resource recruitment,

selection and training processes is a big question mark. To begin with the hypothesis
revolved around changing norms and practices due to coronavirus pandemic, but throughout
past years trends have been changing.
Data is the key to our research, to understand changing impact of various tools and related
software which help HR managers to ease their workload and help improve company
performance in reaching targets. While during the new normal of companies shifting their
roles online it becomes all the more important that employees have started to believe in the
role of technology and adapted with its viability, but all of this is mere surficial judgement.
Proof relies on data.
As a group primary research was our main criteria of conclusion, so we relied on everyday
tried and tested techniques of data collection:
1. Interviews: We interviewed Human Resource Managers from companies where our
teammates had worked (majorly IT ) to gather real life evidence to prove our
hypothesis.
Major questions ranged from which jobs did technology make easier from them,
details about various software’s rented for selection purposes and effect of this shift
on employee relations , better job fit and company performance

2. Surveys: The technique where we gathered data from employees (various years of
experience as well as different industries for enhanced perspectives). Google forms
were circulated where HR and employee experience are rated. Also information on
the flaws and issues happening via these new tools. The questions asked were to
analyze the key issues, change in payment, time saved via technology.

3. Focus groups: As a project group and a part of our individual experiences we went
ahead discussing, the future of technology and if unskilled labour will get impacted. If
selection or training or any other role of HR is more technology dependent. The
security issues involved in usage of developing platforms and competition involved in
this whole domain.

This data collected was gathered, cleaned and analyzed to realize the major impacts

1. START TO SOURCING JOB FIT CANDIDATES

Recruiting software that uses algorithms to scrape potential candidates’ online profiles
and portfolios can help you source passive candidates.

2. VIDEO INTERVIEWING SAVES TIME

 90% of hiring managers already have experience using video platforms and plan to
continue or increase their use of video recruiting in the future as it not only saves time
but costs.

3. COMPANIES HAVE BECOME MORE STRATEGIC

The plan-making and management depend on technology. If you are using built into
technology, you are going to have 60% better strategic planning as suggested by data.

4. IT INCREASES PRODUCTIVITY:

There is high rise in economic development. Technology provides automation due to

which time required for completion of activities increases. The ability of a business to
retrieve and compile the data gets enhanced through technology. Organizing details of
candidates is very time consuming, thus businesses survive easily through all hassle .