The human resources department is a critical part of any company, with many responsibilities to handle to keep the company productive. HR professionals have a complex job that involves any number of tasks to be completed on a daily basis. Fortunately, many modern technologies have emerged that assist with these tasks and increase the efficiency of the HR department.
Here we’ll cover the technologies that are necessary to streamline human resource functions.
Recruitment Technologies
One of the key functions of the human resources department is recruiting. This begins with marketing open positions and implementing strategies to find qualified candidates. Recruitment marketing software can help with this process by automatically generating and distributing job postings. It can also track which platforms applicants come from so that you know which recruitment strategies are working.
When applications start coming in, you can also use an applicant tracking system to monitor the stages during the application review, interview, and hiring process. It can notify you when a specific task related to each applicant is due and allows you to monitor the workflow.
Software can also help you to create candidate assessments and provide analytics that can help you to focus only on the best candidates.
When it’s time to interview, you can use video interviewing platforms, which are particularly relevant now that remote work is becoming more common.
To learn more about recruitment strategies and other HR topics, visit HumanResource. It’s an excellent resource for HR professionals.
HR Management Technologies
A human resource management system (HRMS) is a suite of software tools that can manage various processes involved in managing an employee’s records. Traditional HR management systems were only a tool for records management. However, now many modern HRMS systems have expanded functionalities that make them a “one stop shop” for managing many HR tasks. These include:
- Candidate management: Tracking candidates, resume management, interview scheduling
- Payroll management: Calculates deductions, automates the payroll process, automates payroll tax payments
- Benefits administration: Manages plans, makes payments to benefit providers
- Workforce management: Workforce management: Employee evaluations, disciplinary policies, performance management and track employee hours
- Reporting and analytics: Compliance reporting, tracks HR KPIs
- Time and attendance: Track employee hours, time off requests
- Workforce planning: Workforce budgeting, skill gap assessments
An HRMS that includes all of these functions eliminates the need for separate software for things like payroll. For small businesses, however, a payroll management software or a payroll service may be more appropriate than investing in a comprehensive HRMS.
Payroll software for small businesses can save business owners countless hours, ensure that payroll is handled correctly, and manage the process of paying payroll taxes. Most payroll software also includes benefits administration tools as well.
Learning and Development Technologies
A key function of HR is training and employee development, much of which can now be done digitally. For example, learning management systems deliver training courses and provide testing and certifications. Other virtual training and eLearning platforms can be integrated with these learning management systems.
Learning management systems can often also help with curriculum development based on the specific skill and knowledge gaps of the company. This reduces the time spent developing complex training programs to meet the needs of employees at different levels.
Performance support tools can also be used to provide things like quick reference guides, process maps, eBooks, and video tutorials. These tools can be used by employees as they work , eliminating the need for asking managers for assistance.
Employee Engagement Technologies
It’s important for HR professionals to makes sure that employees are engaged and connected, and that they feel valued and are comfortable in their work environment. Various digital tools can be used to manage employee engagement, such as employee feedback and survey tools.
These tools allow employees to easily provide feedback, and allow the HR department to manage and analyze the data collected. Then the HR department can develop strategies to address any issues.
Social recognition platforms can also be used to publicly share the successes of employees and to recognize their accomplishments. They provide an easy way to ensure that employees feel valued and appreciated.
To keep employees connected, particularly in remote or hybrid work environments, communication and collaboration platforms are critical. Communication tools can enable group or individual messaging, so that employees can collaborate, ask questions of each other, share progress, and more. Project management tools can further enable collaboration, as well as project tracking.
Compliance Technologies
HR departments are responsible for ensuring that all labor related laws and regulations are complied with on a continuous basis. Legal compliance tools keep HR departments up to date on these regulations and allow them to create compliance policies and processes that can be implemented company wide.
Compliance tracking and reporting systems can be used to track things like minimum wage and overtime compliance, as well as compliance with equal pay and discrimination laws. They can also provide reports that allow HR managers to spot issues quickly so that they can be immediately addressed.
To further ensure compliance and to create a fair working environment, HR departments can also utilize ethics and conduct training software to train employees and managers at all levels to how to act within all regulations. This kind of training can also help to improve company culture by promoting diversity and inclusion.
Finally, data privacy and security tools can ensure that employee data is protected in compliance with privacy laws. This is particularly relevant as hackers get more and more sophisticated and aggressive. Employee data breaches can have a huge impact on a company’s reputation and can even lead to lawsuits.
Conclusion
Human resource departments have any number of functions to manage to ensure that the company has a happy and productive workforce, and that it maintains compliance with the law. Fortunately, technology can help in a variety of ways, automating processes, tracking key performance indicators, and allowing HR managers to have digital oversight of all HR functions.
HR technology makes the HR department more efficient and reduces company costs and risks. It takes time and an investment to implement all the modern technologies available, but the cost savings will provide a huge return on that investment.
Salman is a prolific environmental writer, and has authored more than 500 articles in reputed journals, magazines and websites. He is proactively engaged in creating mass awareness on renewable energy, waste management, sustainability and conservation all over the world.
Salman can be reached on salman@cleantechloops.com
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