Impact of Technology on Human Resources

Technology and Its Impact on Human Resources

Technology is rapidly changing the way we perform our work in HR these days. With technology, we are now able to use new methods and platforms for communicating with job candidates, employees and customers. We are also adopting new ways of storing employee data, administering payroll, conducting training sessions, and evaluating employee performance.

In fact, we leverage technology in most of our HR functions which saves us from doing a lot of recurring administrative tasks. This will definitely enable us to focus more on strategic functions like career development, succession planning, policymaking and implementation. The impact of technology on HR department is relatively wide and its benefits to the company can be seen in the following:

1. Effective Collaboration and Communication
HR department is about communicating effectively with everyone in the company through various media, whether online or offline. The internet has greatly changed and improved our communication process. It has allowed us to collaborate and connect more quickly with our employees within the organization and across the globe. Before this technology, we had to write a letter or any business correspondence by hand on paper and send it via snail mail. Then came the email. With just a mouse click away, we’re able to send our messages much faster without having to pay for stamps and stationeries.

Online and mobile communication, text messaging, live video chats and conferences have now become the norm that makes our life in HR easier. These methods lead to quicker response to employee’s needs and management’s orders. They also help us gather and analyze HR-related data in a shorter period of time, and share new HR policies or project updates promptly. This means higher efficiency and productivity of our employees, including HR.

2. Smart Recruitment Process

Organizations are now using multiple platforms to advertise job openings and process applications for employment. Jobseekers can apply via online portal or career page in company’s website where we can track all applications. We can also conduct online job interviews and pre-employment tests, or use mobile apps to facilitate the selection of job candidates. We can, therefore, reduce the time we spend on paper screening and personal interviews or calls.

3. Efficient Record and Document Handling

With the use of Human Resource Information System (HRIS) and Document Management Software (DMS), HR and any authorized person is able to access employee information more easily. We don’t need to constantly reach for employee 201 Files for the purpose of performance evaluation, promotion, training, transfer, recognition, and discipline.

HRIS can also minimize the use of paper since it converts our employee records into easy to access online data which can readily be retrieved and backed up remotely to ensure safety.

4. Payroll and Benefits Automation

HR can eliminate repetitive tasks such as those related to payroll and benefits administration with the use of payroll software. We can automate payroll and leaves of absence by integrating them with our HRIS. Also, with biometric timekeeping, we will know in real time where our employees are in case they are needed. We can track their location and ensure smooth workflow and security in all departments.

5. Increased Employee Engagement

With all the tech gadgets and tools available, employees are kept in the loop with regard to various company events and projects. Suggestions and inputs can also be collected easily through online surveys or polls that can motivate employees to contribute their ideas, talents and effort.

Moreover, access to employee handbooks, training materials, data pertaining to career opportunities and employee benefits via HRIS can help increase the knowledge and satisfaction of employees which means high retention rate for the company and less recruitment effort for HR.

The arrival of the digital age has, indeed, transformed our role in HR due to technological advancements. We have now become agents and facilitators of change in our organization. Used properly, technology will continue to improve our capability to manage and develop our human capital, putting our HR profession to a higher stature.

Being in the HR field for twenty-five years, I have experienced numerous changes in almost all facets of HR management. While technology, particularly online communication, is undoubtedly beneficial to the company and its employees, I still believe that it can never replace the value of having real-life interaction with people. Our employees seek our presence when they have conflict with their boss, our managers consult us in HR regarding company policy, most especially when they or their subordinates are facing termination, and we, as HR professionals, also need a shoulder to lean on or someone to listen when we are bogged down with multiple tasks in HR. Everyone needs a human touch which the web cannot provide. After all, HR is for humans, not for robots.

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