Tag Archives: Technology

Tips to keep in mind when selecting any HR SaaS Technology

The Human Resources department is the lifeline of any business! It is involved in so many activities, like recruitment, retaining employees, training employees, handling employee benefits, ensuring rules and regulations being followed within the organization, etc. Thus, it’s very important for organizations to realize that the HR department and their processes are very much required for its better growth. Because, if an organization has the strong HR leadership and HR practices, then it would result in better performing employees.

With better technology in place, organizations can improve HR Management. If you have opted for the right HR technology, it will result in improved efficiency, motivated employees, as well as better compliance.

Choosing the right kind of software for your organization is a very tedious task. There are several factors that you should consider before investing in any of the software to automate the HR processes. There are lots of benefits of automating HR functions, such as no need to manual track the attendance, you do not have to sit long for performance reviews, there is no need to calculate compensation manually, etc. The HR software will definitely bring down the operational cost in terms of less number of working hours.

It is crucial that you ponder the following points in mind, when looking for the HR Technology.

  • Able to track employee information – A good HR Technology package will allow you to enter unlimited information of employees. The package should have standard fields, such as hiring date, job title, etc. It should also allow you add any additional field, if required. Also, you should be able to upload any artifacts to the employee’s profile.
  • Access rights based on roles and privileges – There should be a security settings feature allowing you to provide appropriate access to appropriate employees. For example, the front-line manager will have different access rights as compare to the team members in the same hierarchy.
  • On-cloud platform and Native Mobile App – Cloud based systems give a higher ROI because they are more budget friendly in terms of maintenance and updates. And the icing on the cake would be its compliance with the mobile devices. It will help your team to access and utilize data from anywhere and anytime.
  • Robust reporting – Reports are important for any organization because it ensures compliance and helps in a smarter, better, and faster way to take data driven decisions. Thus, a good HR Technology platform should always have robust reporting functions.
  • Communication via different channels – There should be some kind of communication tool integrated with the HR Technology solution. If the tool has the ability to email, text, and message your staff members in a secured way, then it will definitely improve communication and accountability across your organization.

Conclusion

There are many vendors that are providing all the above-mentioned features helping any Small and Medium Enterprise to achieve its business goals in an efficient way. If the product is cloud based and is designed on latest technology platform, then it can make things happening smoothly. Therefore, it is necessary for you to take the trial of the technology before investing in it.

Three ways you can use technology to streamline HR!

Human Resource (HR) is a very crucial part of any organization. HR works for recruiting and retaining the most important resource of an organization – the people, who drives the company towards its success.

It is true for all businesses where there are multiple departments and dozens of staff. It becomes very important to take care of your staff members who are working really hard to move your business forward.

Slowly and steadily companies have started facilitating HR departments to use technology and become more efficient in all areas. Be it hiring new staff or managing the existing ones. There are few ways where technology can help you in handling company’s operations and make it better in all ways.

Let us have a look at them.

Online scheduling and video interviews

One of the biggest responsibilities and time-consuming task is recruitment and hunting for the best talent for the development of the organization. The HR representative has a very big role to perform these duties. It includes scrutinizing hundreds of resumes, sending out initial interview request emails, setting up the interviews. All these activities take place even before a candidate walks through the doors.

Now-a-days, video interview software is in demand. There is a good reason for it to be in demand. Well, it allows visual interaction, which does not require any logistics for organizing in-person interviews. Other benefits are online tests, screen sharing, virtual whiteboards, etc. that makes the interview process smoother.

Time and expense tracking software

There was a time when people use to work at the same time and in the same location. Now-a-days, it is a trend for teams to work and collaborate from remote locations across the globe. This makes it a very big challenge for the HR to track time, payroll, and other project costs. Time-tracking software have saved lives of many companies. These software help in managing people, like remote employees and external contractors by keeping a track of time being utilized for the office work.

The best way to resolve this issue is through a centralized system where people can easily log their working hours.

Objective and key results system

Earlier it used to be a one-man show where whatever managers say was taken as a final decision. But now there are so many upcoming technologies like data analytics that can help in evaluating employees’ performance. If you move towards data-driven approach, you will find that you are no longer dependent on human discretion and rely more on facts and figures.

One of the ways to evaluate employees is through Objective and Key Results (OKR) system that measures outcomes by predetermined methods.

Conclusion

The more you use technology, the more you feel that you are able to manage your work without any personal discretion. Technology is growing so fast that now with the help of data you will be able to come to a conclusion as how the employees are performing, where is the loophole, how to handle discrepancies (if any) within the team and move towards the goal of achieving more revenues.

AI terms recruiters should understand

Artificial Intelligence (AI) is a technology fast pervading all processes of an organization. Recruitment process is no different! As a recruiter, it is very important for you to understand various ways of using AI technology more efficiently, cost-effectively, and competitively.

To latch on to this trend, it is best for you to understand these terms and be at the crest of this technology wave.

Artificial Intelligence

Artificial Intelligence (AI) is a process to develop a computer system that is able to perform tasks as normal as human. For example, learning, planning, problem solving, and decision-making and so on.

It works on the basis of data, which is consumed as an input and produces an output. This output is treated as a solution to various types of problems. AI comprises of machine learning (e.g., Netflix), machine perceptions (e.g., Window’s Cortana), and robotics (e.g., self-driven cars)

AI can be used to automate the traditional ways of recruiting, such as defining workflows (the ones that are used repeatedly).

Recruitment Apps are using AI technology tools such as recruiter chatbots, digitalized interviews, automated resume screening.

Algorithm

Wikipedia defines algorithm as – “a self-contained step-by-step set of operations to be performed. Algorithms exist that perform calculation, data processing, and automated reasoning.”

This means that to solve a problem, you must input certain steps in a sequence to achieve the desired output.

The main challenge for an HR department is to select the most qualified candidate from a pile of profiles. Inputs will be the main keywords to be searched in the resumes to shortlist candidates meeting the required criteria.

An algorithm helps in identifying qualified candidates. But the procedure of identifying is different and unique. Here, algorithm is written to identify the data points that were linked to the best employees and get a list of competent candidates.

Sentiment Analysis

According to Wikipedia – “Sentiment analysis is the ability of a computer program to determine the subjective opinion, emotional state, or intended emotional effect of spoken or written word.”

This technique helps in identifying potentially biased language in job descriptions. For example, the program is developed and is fed with words such as ‘aggressive’ (which is considered as masculine-sounding) and ‘collaborative’ (which is considered as feminine-sounding).

The program can analyze the words used in job classifieds and suggest replacement words in order to solve the problem that these words might discourage female candidates from applying for the required job.

People Analytics

Refers to a procedure where data and data analysis techniques are used to be able to understand, improve, and optimize the people side of business.

Natural Language Processing

Natural language processing is the ability of a computer program to understand human speech as it is spoken or written. (http://searchcontentmanagement.techtarget.com/definition/natural-language-processing-NLP)

For example, recruitment automation technology is through AI chatbots that provides answers, feedback, and propositions to candidates in real-time.

Conclusion

With tech-enabled recruiting process, it is very important for the HR personnel to understand to understand the upcoming AI terms. Don’t wait for anything and start learning in depth about these terms and make yourself up-to-date.

How technology can help the manufacturing industry address HR challenges

Manufacturing industry is all set to rise at its height and it is grabbing attention from the investment companies. And, as this industry is growing at a fast pace, it requires human capital now more than ever.

Now, many small and large companies including manufacturing are realizing the importance of effective HR and its indispensable contribution towards business success! There are many challenges, like competition, product development, controlling the cost of the product, etc. Apart from these, the manufacturing industry has issues in the HR department also. At this time, when global market is developing dynamically, HR needs to focus on more critical activities than ever. And if HR can shake hands with the latest and upcoming technologies, then sky is the limit to achieve anything!

Manufacturing industry is the largest provider of employment and being the same it faces lot of challenges. Let us study these challenges and find out the solution for them.

Challenge #1: Hiring

The manufacturing industry has plethora of opportunities that requires special skillsets. The HR department face challenges in getting right candidates matching these skillsets. Manual hiring process is tiresome and often consumes times in redundant paperwork, manual tasks, and other processes. This might result in hiring wrong candidate for the specific position, or worse, missing out on the best!

If there is an HRMS that can help in screening, selection, and onboarding processes, then there is a possibility of hiring the right candidate for the job. This tool can help the HR department to capture candidate information and decision criteria consistently and accurately. Automated features even make the overall hiring process swifter, efficient, comprehensive, and less costly.

Challenge #2: Retention

The second most important challenge is retention. This is the most common issue faced by the HR, where people often leave to explore new and exciting opportunities. Reasons are, no growth or development of the employee in professional as well as personal front, poor pay package, lack of benefits, poor work environment.

If the HR departments adopt automated training tools that can schedule trainings periodically for these employees, then you can quench their thirst for professional growth!

Challenge #3: Competition

Challenge, whether it is global or local is good for the health of the company. It makes you aware about the latest and upcoming trends in the market. Because of this, the job of HR becomes even more essential and crucial. They have to be on their feet to come up with new ideas of how to make their company attractive for the top talent and innovators!

With so many Business Intelligence (BI) tools in the market, the HR department can easily analyze and determine the various trends getting introduced in the market. It will help them making strategies of how to survive and win the competition!

Conclusion

With the latest technologies, like data-driven solutions, manufacturers can focus on defining and developing strategies for the continuous improvement efforts for their workforce. The latest technologies also allow them to hire the right bunch of candidates for each position from the start. Eventually, they can measure the performance of their hires over a period of time.

Are You Ready To Embrace The Digital HR Wave?

Companies have started digitizing most of their departments, such as financial department, marketing department, accounting department, etc. Do you think that these companies are ready for a digital transformation in the human resource (HR) department also?

Many companies are taking initiatives towards embracing the digital technology for the HR department. For example, over the past 10 to 15 years, they have started interacting with employees through social media, email, and more. But what more is required so that the HR can be fully transformed into a digital model?

Introduction of 6D model

Let us look at the Peter Diamandis’ 6D model of exponential technology that has six steps starting from digitalization to democratization. This model will help us understand the actual position of HR.

Digitalization is the first step where physical objects are converted into a machine language of bits and bytes (or 0 and 1). It enables using the computer power to modify, build, and distribute any product or service across the globe. For example, digital photography! With digital photography, you can distribute uncountable photos at a zero cost.

Deception is the second step where 3D printing was introduced since 1981. This step also includes robotics and artificial intelligence.

Disruptive comes at the third step where people start adopting technology. In this phase, AI plays a major role by performing every activity (be it recognizing human faces, writing financial reports, diagnosing cancer, etc.). It is better than a human in performing its activities more accurately. A few indicative examples are driverless cars and Internet of Things.

After disruption, comes the fourth phase known as Dematerialize. In this phase, technology starts coming free with mobile devices; for example, the flashlight, GPS system, and cameras. All these apps are freely available with smart phones and makes you free from holding physical objects.

Once you have dematerialized the product comes the fifth phase – Demonetization. It means after dematerialization; the physical object is available for free. You do not have to pay more for a mobile because it has a flashlight or GPS! Isn’t is great!

The last stage talks about Democratization. Here, the technologies themselves become cheaper. Cell phones are the best example. It is considered as the cheapest supercomputer which most of the people carry in their pockets.

HR tech position in the 6D model

Presently, HR tech is lying between phase 1 and 2 (digitalization and deception). Most organizations are comfortable sitting in the first place where they are still in the process of digitalizing their data. The HR data is considered as the secret data, which is not accessible to everyone. For example, compensation data might not be available for the performance management; the learning & development team is not allowed to access the hiring team’s data, so on and so forth. Therefore, companies are taking more time to transform into the digital world.

Conclusion

To embrace the digital wave, it is very important to change our mindsets. The data should be accessed across all walls round the globe. Instead of using the legacy applications, focus on investing digitalization of HR and moving it across the 6D model described above. Don’t get stuck at the first step! If you embrace the HRMS software that helps you move to step 3 and beyond of the 6D model, then you have a true opportunity to create disruptive success!

Top three challenges for HR that can be solved by use of Technology

As industries undergo changes over the years, Human Resources (HR) too needs to keep pace with the new challenges. Some of the biggest challenges faced by HR include:

  1. Onboarding employees
  2. Retaining and rewarding employees
  3. Leadership development

Onboarding Employees

The turnaround time for projects is getting shorter these days. New employees don’t have the luxury of time to learn about organization, its values, and about the project. Onboarding employees with the help of software that covers all areas independent of manual inputs help reduce the turnaround time for onboarding.

Retaining and Rewarding Employees

Employees are direct contributors to the productivity and outcome of a company. If employees are not motivated, their productivity will sag and hence the company outcome. To overcome this hazard, you should regularly try to track employees’ performance and productivity through a performance management software system. These include any initiatives taken, appreciation from customers, helping teammates, conducting training sessions, etc. Measuring on these parameters, you can reward employees and motivate them so that they can be retained in the organization for the betterment of the company. As an HR, you should take time to appreciate the deserving employees and they will reciprocate in a thousand ways.

Rewarding can also include pay increases, assigning projects that can increase an employee’s roles & responsibilities, and few other benefits like flexible timings or telecommuting to keep employees happy.

HR professionals should understand what helps motivating company employees, and try to implement them into compensation systems.

Richard Branson, Founder of Virgin, rightly said, “You shouldn’t be looking for people slipping up, you should be looking for all the good things people do and praising those.”

Leadership Development

Leadership is a key challenge for HR and therefore, it is very important for the HR teams to consider defining a succession plan where employees with the potential can fill key business leadership positions in the company. As companies grow and expand, developing leaders is also essential. Successful companies that work on leadership development are also working on employees’ retention. A great leader is one who will always take the team with him/her for the betterment of the company. Use training software to help cultivate leadership skills.

 Conclusion

Of course, these are not the only priorities for HR. There are challenges in learning management, performance management, and compensation management, etc. Using updated technology and software design for HR processes, you can overcome all these challenges and provide organizations with the most business value.

Use Technology to Empower Your Talent Management Strategy

The main focus of Human Resource (HR) management is the basic talent management – acquiring, hiring, and retaining talented employees. To have a strong workforce, it becomes necessary to align your talent management strategy with organization’s strategy, which covers specific competencies, such as analytical, technical, education, and experience for the productive growth.

Use cases

  • Performance management can be a daunting task for both the employee as well as the manger. There are apps that have made this work easier for both the parties. These apps provide two different views, one for manager and the other for employee, which provides a transparent and continuous performance management process.
  • Internal careers portal helps people move to roles of their choice
  • Platforms that allow employees to collaborate and use their skills and knowledge to help out others and get recognition for it
  • Centralized interview process software
  • Providing online tools for employees to share value creation ideas or leads creates value / revenue for the organization as well as helps keep employees with such talents motivated as well as an outlet for them to utilize their skills and get rewarded
  • Centralized training process software that allows employees to conduct online trainings all across the geography

Following are the tips to improve the talent management strategy using technology:

  • Consolidate all the scattered apps into an integrated solution

Most of the organizations are using multiple isolated apps that are not integrated. This type of disconnect in the data of talent management tools can increase effort in understanding and connecting the dots. The complexity of using apps will increase negatively impacting the reporting and analysis.

  • Involve experts while framing a strategy of what tools to have for your talent management

It is advisable to hire dedicated technology experts who can collaborate with you in the definition of an integrated strategy for the talent management processes. This will definitely help in solving the problem of identifying and retaining talent.

  • Focus on using human resources for strategy and decision making

Organizations should consider automating day-to-day tasks enabling HR teams to focus on creating and honing the right strategies for talent management as well as looking at the analysis to take decisions. Try to reduce the manual effort by using tools to automate the repeatable tasks. This will ensure that they have the desired team to meet the wider objectives.

Wearable technology at work: Why Organizations should do something about it?

An upcoming and latest trend towards using technology includes wearable devices like smart glasses, wristbands, smart watches, etc. helping the Human Resource (HR) management to monitor employee’s movements and improve productivity. All these data-driven technologies enable employers to gather data on employees more precisely, but it comes at a cost, i.e., the employee’s right to privacy.

As per the Workforce Institute Director Joyce Maroney’s findings – “There’s a strong belief that wearable technology will take off in the workplace before the home because devices such as smart watches, intelligent ID badges, and fitness and health monitors can provide organizations with uncharted data collection points to greatly improve safety, productivity, collaboration, and overall workplace effectiveness”.

These devices (like fitness trackers) are so involved in our daily lives that we have started appreciating them. The whole point of wearable technology is that it unobtrusively helps in gathering and transmitting information to centralized sources like private or public clouds. To do the same even with a smartphone would consistently block our hands and in many cases not even be able to gather some of the information these devices do.

Use cases

  • Smart glasses can be helpful for employees (such as firefighters) when they need to use both hands to accomplish a complex task
  • Smart eyewear, with its 5 megapixel cameras, helps in taking photos, live streaming videos in real time and recording footage
  • Over the last few years, organizations have started giving fitness trackers to their employees so that they can keep more healthy (preventive health care) and in turn bring down insurance costs
  • Another road transport organization gave smart caps to their truck drivers that raise an alarm when they sensed that the driver is about to nod off to sleep

All these gadgets have a massive impact on workplaces and working habits.

The grey areas of wearable technology in the workplace

These emerging technologies help employers gather more precise data on employees, such as accurate location data or even health information.

  • Will employers respect the data privacy of their employees?
  • Will information like health stats be used to the detriment of an employee’s prospects?

For an organization, there are lurking risks too.

  • Wearable technologies have serious and costly challenges for employers also. What if they do not realize enough benefits?
  • Using this technology increases the risk of theft of confidential data of the organization. How do they prevent it from happening?

Conclusion

Wearable technology holds a lot of promise for the workplace. However, like artificial intelligence and machine learning, we need to ensure it does not become a tool of discrimination or industrial espionage.

How Use of Technology Can Improve Candidate’s HR Experience?

Technology is becoming an integral part of the recruitment process. Therefore, it is important to familiarize yourself and your recruitment team about the full benefits of the various methods of technology. As a recruiter, you are always expected to stay ahead of the competition and attract the best talent of the industry. That’s easier said than done! With shortage of candidates who are good matches for your profiles, the factor of interview experience plays a critical role in winning over the ideal candidate.

Following are the top technological parameters that an HR manager should keep in mind to improve candidate’s experience during an interview process.

Centralized Systems

Candidate might go for an interview in different departments or in different geographical location for the same organization. Filling all the information again and again can be tedious and time-consuming process. If there is a centralized system, where information about past interviews and feedbacks is already available, it can help create better experience for the candidate. The organization can build upon the information they already have instead of starting from scratch.

Mobile Friendly Platforms

Mobile phones have changed one’s life so much that candidates feel comfortable in looking for job opportunities as well as applying through them. Candidate spent more time on their phones than on their personal computers today. Having a mobile friendly job opportunity section will improve the experience of the candidate who today expects to do everything from their phone. You are more likely to get responses from candidates if they are able to access your job opportunity section via mobile.

Social Media

The majority of the online community (running into billions) spends a significant amount of time on social media apps like Facebook, LinkedIn, and Twitter. It is very likely that your potential candidates are also one of them. These social media apps also provide tools to reach out to these potential candidates. As a recruiter, you must build your organization’s social profile and use these tools to create a connection with the potential candidates. In fact, social media platforms like LinkedIn are geared towards bringing potential hirers and candidates together on their platform. So, if you are not there then you are losing out to your competition.

Video Interview

Not all the candidates are available locally for interviews. Organizations cannot afford to invite too many candidates to fly down to their offices for the interview. Depending entirely on telephonic rounds does not allow for the visual elements of an interview. How about inviting your candidate for a video interview? Video interviews have opened the doors for all deserving candidates to apply for jobs across the world and justify why they are the best fit for a particular position.

Video interviews have also given opportunities to employers to find a best fit from the global pool of talented people.

Online Assessments

For certain job profiles, it is possible to do the first round of assessment through questionnaire. These questionnaires would be more about collecting information about the candidate, their profile, and experience rather than any kind of tests. In such cases, it is better to offer online assessments to help with the process of elimination rather than calling people in large numbers to your office.

Conclusion

Using technology effectively in the process of recruitment helps improve candidate’s experience, reduces cost, and most of all reduces the effort for both candidate and HR.

Top 5 HR Technology Trends Adopted by HR in 2016

There once was a time when technology in HR meant nothing instead of sending too many emails on a daily basis. Today things are very different – many new technologies are now coming to HR, and they’re literally changing the face of this human-centric department. HR technology continued to improve in 2016 and many trends were observed throughout the year. Let’s see top 5 of those trends at a glance:

#1. Employee Centric Apps

Wouldn’t it be great if your employees can easily keep in touch with your company even if they’re on leave? Think how much of a difference it can bring. Thanks to technology, It’s no longer a difficult thing to do. By utilizing some employee centric apps for business purposes HR managers are managing employees more effectively. This led to development and increased utilization of such apps in 2016 by HR departments.

#2. Predictive Analytics

Analytics are the talk of history – the future is about predictive analytics. And the good thing is that businesses have already realized it. In 2016 many businesses of all sizes tried to involve predictive analytics in as many operations as possible, including HR.

#3. Social Media

The use of social media to recruit and stay in touch with employees also continued to increase in 2016. LinkedIn remained a major resource among HR mangers to find and recruit talent, and Facebook also made its official foray into offices by launching its “Workplaces by FB” platform. All these tools and technologies have made social media an even more crucial tool for HR departments and employees both.

#4. Gamification

Work doesn’t feel like work when you’re playing with it. And same can be said about learning as well, because gamification techniques are helping HR managers train employees in a faster and more economic manner. Yes – this year some of the biggest corporate names in the world like Cognizant, Deloitte, Marriott, Aetna and many others utilized gamification techniques to train their employees.

#5. Real-Time Performance Management

It’s era of real-time – whatever can be tracked in real-time, is being tracked in real-time. Employee performance tracking and management has also followed this trend, and adoption of real-time employee monitoring solutions is increasing from a rapid pace in HR departments around the globe. Solutions like ActivTrack, Activity Monitor and Teramind grew considerably in 2016.

Conclusion

Though HR technology is improving, it’s still in a nascent stage. Majority of businesses have still not even heard about these technologies, let alone utilizing them. But the way their adoption is increasing we can say with certainty that in 2017 many more businesses will be using them. Therefore, you too should give them a try – who knows if they can serve any (or even many) of your purposes!