Department of Human Resource Management

University of Jaffna
Course Code & Title: BBAH 3272 Human Resource Information System
Issued on : 20/07/2021
Handout : 2- HR in 21st Century
Prepared by : Ms. N. Jasintha
Learning Objectives
 Introduction of HR with Technology
 Discuss the new trends in HR with Technology

1. Introduction

In this fast paced world technology has become, one of the main variables that is subject to
rapid change. Billions of activities take place over a blink of an eye or click of a button. 7365
tweets, 745 Instagram photos, 2297 Skype calls and 2,528,893 emails sent within a second
with a 38,522 GB of internet tariff utilized with over 56,580 google searches every second.

These numbers represent the pace that the world now travels towards the future. With every
new thought and idea coming to life, and changes that take place over a minute, organizations
are also expected to keep up with the current trends to mark its presence in the technological
map.

Every aspect of an organization is subject to change although it should begin with the
division that handles the most valuable asset of the organization, HR. The human resources of
an organization represents the strength and stability and as the technology changes, the
workforce changes along with it.

The traditional method of recruiting, training & development, performance appraisals and
motivation activities are now a thing of the past and the bulks of paper and files have all been
transferred into the virtual world. Every aspect of HR requires a change as the world requires
a workforce that moves forward with technology. Organizations in the new age has a variety
of employees that represent Generation X, Y as well as digital natives, making it a diverse
atmosphere with different representation of employees.

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2. New Trends in HR with Technology
I. Digital Natives at work
 As the world moves forward with change, new terms surface and establishes
themselves marking the different stages of the ladder towards the future. One such
term that has surfaced as a generation category is the digital natives.
 In the simplest form, digital natives are those that are born during the internet era.
This generation of individuals have not known a time that existed beyond the internet.
From the source of information to relationships are built upon the base that is the
internet.
 Some would even say they lack personal relationship but they are very interactive on
the virtual social world. Their presence is largely marked over social media with high
collaboration and they move in large communities that they themselves create on FB,
 LinkedIn, Instagram and Twitter. Their strengths lie within the online and mobile
platforms and they rely highly on the usage of networking, blogging, information
sharing over social tools.

II. Gamification for HR

 It is using game techniques to carryout organizational activities in a more attractive
and interactive manner. This is the power of incorporating game mechanics in to the
non-game aspects of things such as recruitment, learning, employee engagement and
information sharing, etc.
 The time has come for us to start using gamification to carry out our HR activities in a
more user friendly and interactive manner that will obviously be well appreciated by
the digital natives before gamification quickly moves to be a concept of the past.

III. New Era of Social Recruitments

 Today the workforce are expected to maintain a digital profile and to be to digitally
active. The statistics show that 89% of recruiters have hired someone through
LinkedIn, 70% of candidates who use mobile device to find jobs, 79 % of candidates
are likely to use social media in their job search.
 These statistics represent the new age of HR and impact that it has made on the aspect
of HR as a whole. A CV has become an outdated concept as the active workforce will

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 now maintain a video resume otherwise known as a Visume that is a one minute clip
explaining you and your competencies as well as how well you suite a job position.
 Everyone maintains a LinkedIn alongside other social media profiles to mark their
presence as an active member of the digital career world. Today HR is requires to
reach the potential candidates even before they realize they are looking for and
suitable for the job. The entire process of recruitment that once had a flow is now
going in reverse as it begins from short listing candidates through social media
platforms.
 Candidates are chosen even before their own intention of seeking for a brand new
career path. There are tools that aid you exploring a sea of potential candidates with
just a computer and an internet connection that will bring in the right candidates that
might even exceed your expectations. HR leaders must know how properly utilize
tools to scan social networks and spotlight the right person for the right job.

IV. IOT and HR

 It is the internetworking of physical devices where things varying from electronic
items to building being embedded with electronics, software, sensors, actuators, and
network connectivity, enabling them to collect and exchange data.
 Where new facilities and functionalities that never existed before can now be
delivered to your employees over the network based on their requirement in real time,
changing the entire approach of employee satisfaction. With the high usage of sensor
based IoT devices, HR can now understand the demand and expectations in no time
and full fill their requirements in a timelier manner.
 It can track health conditions of employees, the data will be transferred to a cloud that
will enable the company doctor to read the condition through big data analytics and be
notified of the employee health before the employee him/herself identifies it.
 This will enable the organisation to maintain a healthy workforce while exceeding
the expectation of the employees. Doctors can advise the required employee of the
routine changes, exercise and dietary requirements that will aid in maintaining a
healthy workforce which serves as a benefit for both the employer and employee.
 Today with the help of smart phones you can even track and locate the field staff and
even go as far as guiding them with the required direction through the data stored or
transferred to the cloud. The support of IoT devices line manager can identify the

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 employee availability to replace the next shift. The organization will not have to pay
overtime for the employees that work until the next employee arrives as an IoT device
in the placed inside the company arranged transport will give you the accurate
location and time that the next employee arrives for the shift.

V. Enterprise Social Network as an essential tool

 Enterprise Social Network (ESN) platform which is now the growing trend in
organisations. It is used for multiple purposes such as connecting all employees,
enabling group discussions, viewing private and public walls, posting status and
articles, creating knowledge sharing forums, Polls, Surveys, Idea hubs, Rewarding
employees and much more that would eliminate the communication gap among
employees and leverage the knowledge within everyone in the organisation.
 Using a social collaboration tool would help organisations to easily create, share and
develop knowledge based content on products, new technology and industry trends.
This platform is a two way communication method.
 It encourages top down and bottom up casual communication, increases peer to peer
recognition, connects employees through casual chat, groups and forums, lets you
communicate more and easily recognize outstanding talent as they are given a
platform to collaborate.

VI. HR Data analytics as an essential skill

 Most of the global organizations today start analyzing data available in HR databases
to understand the patterns in the areas of employee performance, employee lifecycle
stage vs happiness & motivation, leave patterns, attendance and employee
development.
 HR can now also do predictive analytics like analyzing employee profiles against
employee transactions (Leave, attendance, increments, transfers, promotions, training
and performance and competency development.) and conduct predictive analytics to
make employee related decisions which support both employee and employer.
 Organizations have a significant amount of employee data within their databases
although when utilized to its highest potential the knowledge and untold stories will
provide the organizations the benefit of identifying intricate details about the most
valuable assets of the organization.

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  By using these data analytics tools you can start analyzing these critical information
available in your databases and develop predictive analytics for the betterment of the
organization.

VII. Mobile first approach

 Most business applications at present use the mobile first approach to increase their
usage. Almost all white collar employees use smart phones today and a good
percentage of blue collar employees also use smart phones in their daily tasks mainly
due to the drastic drop of prices in mobile devices during the recent past.
 Most HR related activities can now be conducted with the use of mobile enabled HR
solutions with the extensive use of mobile device.
 Attendance capturing, location based service, guiding employees based on
Geographical Information Systems (GIS) and Global Position Systems (GPS) based
information, dissemination of critical information to the right employee at the right
time to carry out the job better, passing work guidelines and necessary instructions,
reminders and notifications, company critical news and other information can be
channelled via mobile for better results. This reaches beyond just using the mobile for
basic activities such as applying leave.