Sunday, 30 July 2017

Leveraging Technology for Organisational Excellence

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Expert Author Amarendra Bhushan Dhiraj
Technology & HR-Leverage one for the opposite: "Technology and HR are enablers of enterprise. Integration of the 2 might imply now not handiest harmonious co-existence but also leveraging one for the opposite. Leveraging of era for HR could imply digitizing the mundane HR activities and automating the back workplace and transactional activities related to recruitment, performance control, profession planning, and succession making plans, education and knowledge management. Leveraging HR for technology implies dealing with trade associated with era with the aid of way of conversation, education, hiring, retraining, stakeholder analysis and aware keeping. Thus they can play complementary roles."

Technology and HR each have one factor common i.E., both these are enablers of enterprise.

In recent instances, era has end up synonymous with records era, as rarely another technological improvement of the past could have impacted all spectrum of enterprise as statistics technology has impacted. Irrespective of the form of commercial enterprise you're in i.E., offerings or items, commodity or branded, trading or production, current or conventional deployment of data era in a single shape or the other is a foregone conclusion. To control and installation technology in an effective manner, all commercial enterprise Organizations could want knowledge workers. Managing of these understanding employees is the responsibility of HR feature. Hence the mixing of technology and HR is an absolute have to.

Having understood era and HR within the present context we must recognize integration in this context. Integration might not simplest suggest harmonious co-current but would additionally mean one enhancing and complementing the other i.E., era is used to enhance effectiveness of HR and HR functions facilitates in adopting and coping with exchange which technology deployment brings in.

Leveraging era for HR

HR management as a characteristic is chargeable for deliverables like business strategy execution, administrative efficiency, employee contribution and potential for trade. All these are executed via what HR people do i.E., staffing, development, reimbursement, blessings, communicate business enterprise layout, high acting teams and so forth. In majority of those areas technology is being deployed.

E-Recruitment

Recruitment is one area in which all the corporations worth their call leverage IT. There are two distinct models of e-recruitment, that are in style. One is recruitment thru organization's very own websites and the alternative is website hosting your requirement on the opposite web sites e.G., monster and so on so forth. The first fashions is more popular with the bigger agencies who have a emblem pull for potential personnel e.G., G.E., IBM, Oracle, Microsoft, HCL, ICICI, Reliance, Mindtree consulting and so on. Other organizations choose to go to the job sites. Some are adopting each.

E-recruitment has long past a protracted way for the reason that its begin. Now those sites have long past global. Sites like   and monster.Com have hooked up global community, which encompasses separate sites for jobs in Australia, Denmark, Belgium, and Canada and so forth. Job seekers are able to seek activity by using location or u . S . A . And employers target capacity personnel in specific nations. For example, 3 Com recently published a organization profile at the Ireland website that highlights the contributions of three com's Irish design group in its global initiatives.

In the early days e-recruitment changed into plagued with flooding the employers with low-high-quality bio-statistics's. Again technology has come as a savior. Now pre-employment testing like the one brought via Capital One, a US primarily based monetary organisation, help in filtering the candidates. These gear test on line e.G., applicants for call centers. 'Profile International' a Texas based issuer of employment exams, has evolved gear that allow on the spot translation of evaluation checks among languages. Further tendencies like video- convention specialised sites, online executives recruitments and mixing on line and offline strategies are leading to more and more corporations adopting e-recruitment at least as a secondary recruitment approach. Arena Knights Bridge, a US primarily based IT organization conducts video based interview of its prospective employees and only brief indexed employees are met in character. Even Cisco changed into to release the identical.

Employee Self Service

Employee self-provider is possibly one application of IT, which has relieved HR of maximum of mundane tasks and helped it to enhance employee pleasure. Employee self offerings is a plethora of small activities, which had been earlier executed by using employee through management wing of HR. These are journey bookings, journey guidelines data, journey payments, go away rules, go away management, perk administration, and many others. Earlier a majority of these guidelines and information have been within the custody of HR. Every person worker turned into expected to reach out to HR and get it achieved. Now with deployment of ESS in maximum of the businesses, worker can request for journey associated booking online, fill his/her T.E. Bills, follow for depart, log time sheet and spot his perks fee dispensed and due and so on. E.G., in Ballarpur Industries Ltd. Depart management is absolutely digitized in its company office. It is running closer to digitizing tour related sports, perks or even compensation management and performance control management. 'Digitize or outsource all the mundane and habitual recognition only on core and cost add' - Vineet Chhabra V.P. -PDC BILT.

Communication

Communication which is most talked about control device has usually been a gray vicinity in HR management. In large companies with full-size geographical spread speaking with all employees had without a doubt posed formidable undertaking to HR experts. Technology has again come for rescue. Starting with phones, faxes, e-mails and maturing into video conferencing, internet forged, web solid and so forth. Conversation is one location of HR, which has been substantially benefited by way of generation. Mouse & click agencies like Oracle, IBM has an intranet which caters to most of the facts needs of its employees. Brick & Morter companies like BILT additionally have made a foray into deploying intranet for internal verbal exchange, which has corporate word board, media coverage, and expertise corners.

Knowledge Management

Another region of HR, that is leveraging era, is employee development. Programmed gaining knowledge of (PL) i.E. Studying at its very own pace is one of the only approaches of grownup mastering. Use of generation for this reason cannot be over emphasized. Aptech Online University and 'The Manage mentor' are some of the Indian web sites, that are in this enterprise information management, that's an vital part of any mastering business enterprise, which can't turn out to be a fact without era. Companies can harness the knowledge of its personnel by way of cataloging and website hosting it on the intranet. Talk to 'Big-five' or now not 'so huge' consulting businesses you will discover that principal live in their commercial enterprise is the information repository. Technology has enabled them to retrieve it rapidly. In the aggressive surroundings in which velocity is the call of sport generation pushed Knowledge Management continuously provides a strategic benefit.

If you study HR module of ERP solutions like people soft, SAP, Oracle and Ramco they offer you with a complete package deal which enables in guy-energy making plans, recruitment, overall performance management, education and improvement, career making plans, succession planning, separation and criticism handling. A transaction occurring in some of these regions are digitized and form a closed loop ensuring employee database is always updated. E.G. A becoming a member of letter of a new worker is system generated. It can be revealed handiest whilst all obligatory fields of statistics are entered. Similarly a switch order or a separation letter is issued from the machine best if that transaction has been carried out within the device.

For career making plans, achievement making plans, ability and competencies matrix strategies are used by maximum of those systems. They seek an employee with the required competencies first within the in-residence database of employees. Once put in practice in letter & spirit, this device not only enhances business outcomes by means of matching the right candidate for right job however additionally improves retention of employees.

Processing payroll, churning out time office reports, providing HR-MIS are some different recurring activities of HR which have been off-loaded to technology.

Leveraging HR for Technology

All HR experts, preaching or working towards, studying or experimenting, teaching or reading have experienced leveraging generation for HR. But most folks come upon a situation wherein we want to leverage HR for era. Let us recognize what do we suggest with the aid of this.

Whenever generation is deployed afresh or upgraded it includes a change. The change can be on the pastime degree e.G., making use of for go away through the intranet or on the intellectual model level e.G., digitizing the manner succession making plans that have been HR experts specialty. The humans have usually registered adopting trade. This is one region in which HR experts are to supply i.E., end up change retailers and lead the process of technology and trade adoption. The resistance to exchange is at once proportional to speed of alternate. Now pace of alternate has extended and subsequently resistance.

Just to take an example, most of ERP implementation within the world have now not been capable of deliver all the expectations. Some of those have did not supply in any respect. While analyzing the cause of failure it's been determined that 96% of failures are due to human beings associated troubles and simplest four% are because of technology.

It is the folks that make the difference; hence HR ought to exploit its knowledge to facilitate the adoption of generation. I would love to prepare a number of the thoughts on what HR must do for this.

At the time of recruitment, prevent hiring for abilities rather rent for attitude and a studying thoughts. Skills of nowadays are now not legitimate the following day. Managing ever changing trade is the best standards for fulfillment.

Functional or technical skills can be obtained in the course of the task. Hence recruitment in the generation era wishes to go through a paradigm shift i.E., from a ability/competency based it wishes to be mindset and studying mind/ capability based interview. That could translate into hiring for talents for future. In IBM every employee has to fill in his/her person development plan where the employee commits its gaining knowledge of one/ new competencies every yr thus closing competitive whenever.

If we study the chemistry of resistance to change it's miles either a ability trouble or a will issue. To cope with the desire trouble we need to work at a comprehensive answer starting from recruitment (as discussed earlier), praise, repayment and main to corporation subculture which promotes alternate. A dwelling example is 3M, a US based totally business enterprise, where innovation is way of lifestyles, wherein 10% of sales must come from new products every yr. For them alternate becomes way of existence.

To address the need trouble similarly employer need to prepare a verbal exchange strategy which creates a 'pull' for the generation. For example, in Ranbaxy, after they went for SAP implementation they expected resistance. To address this they started out a residence journal, which was geared toward teaching the personnel on the benefits, with a purpose to result from adoption of ERP, SAP. This created a need instead a potential need or a latent want become delivered out. Adoption of ERP did not grow to be tons of a hassle.

At times adoption of technology is perceived as a risk by using the employees e.G., automation leading to discount in people, workplace automation leading to retrenchment of clerks and so on. HR desires to be related to the technical adoption right from the start till the stop. At the choice of technical level if HR is associated, it may map the skills required and create a pull at some point of implementation and adoption. Post adoption it is able to launch the extra non-re-allocatable personnel.

To recognize this technique greater surely we will take instance of ERP implementation. ERP is taken for example as that is one generation adoption which consequences personnel throughout the org. Irrespective of characteristic and role. Any other automation may additionally have affected handiest a segment of employer. ERP implementation in any employer goes through the subsequent ranges.

1. Selection of package deal

2. Business analysis

3. Solution layout

four. Configuration and customization

five. Conference room piloting (CRP)

6. Go-stay and production

At every degree HR has to play a position, on the way to help in mitigating resistance to trade.

During selection manner, the alternate agent can recognize the commercial enterprise gain ERP would convey. This could help him to draw a comprehensive verbal exchange plant aimed at creating a 'pull' for the alternate. The communique plan can also use its various weapons from the armory. The apparent examples are Newsletters, Newsflash. In-residence journal, addressing by means of the pinnacle management, net cast, open house classes, conferences formal and casual.

During the commercial enterprise evaluation section implementation crew is supposed to analyse the existing commercial enterprise techniques. At instances this ends in surfacing of a few records which isn't very suitable by means of the system proprietors, leading to resistance at this degree, HR needs to be again proactive and carry out a detailed stake-holder evaluation. Such an analysis need to supply a result in potential areas of trouble and ability champions of change.

Solution layout includes defining 'To-be methods' i.E., the way business could be carried out in future. At this stage HR has to play the role of catalyst to turn the heat on. The idea is to make sure to make most out of an possibility of bundle enabled enterprise transformation. HR can play a position with the aid of arranging to train and train the proper human beings on great enterprise practices, just earlier than this segment.

During the configuration and customization HR has to keep on beating the drum, the customization of a preferred package deal is a huge no-no. Similarly, at some point of the convention room plotting (CRP) it ought to assist in identifying the proper folks to be involved in CRP. A thorough checking out at this degree might bring about lesser pain at the time of going live. This is likewise time to consciousness on training of stop users, the employees who're going to apply the machine as soon as implemented. Training- retraining -education to make certain all of the potential users are cozy with utilization of software program before the system is going stay.

During the pass-live level HR has to paintings over time to maintain the motivation tiers high. This is the time while management starts losing staying power as one glitch after the opposite maintains acting and without a doubt bringing the commercial enterprise to halt. At this level, HR has to play 'conscious keeper' for the pinnacle management once into product moving the excess is a mission for which it must be prepared before it.

This examples makes it clear that involvement of HR during the whole lifestyles cycle of era is treasured. ERP isn't an remoted case. It is true for some other generation adoption best finer details might also range. Hence HR should play a proactive role as opposed to being only a silent spectator or mere executers of the wishes of enterprise or leader technology officer in case of technological modifications.

Having set the case in exclusive angle, it appears best logical to leverage generation for HR and vice-versa.

Mr. Amarendra B. Dhiraj is a common speaker at internationally renowned worldwide eventS Technology Conferences and Symposiums. He hosted and organized the Executive Technology Leadership Forum. He makes a speciality of approach, innovation, and leadership for alternate. His strategic and realistic insights have guided leaders of large and small companies worldwide.

1 comment:

  1. Informative post! I really like and appreciate your work, thank you for sharing such a useful information about competency human resource management strategies, keep updating the information, hear i prefer some more information about jobs for your career hr jobs in hyderabad .

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