How can technology like HRMS Help Human Resources

 

How can technology like HRMS

Help

Human Resources

The technological revolution in which we are immersed can be an excellent ally in the human resources area of ​​any company. Today we will see how.

The speed of change in the labor market, the new skills of the 21st century, the need for national and international labor mobility, and the emergence of new technologies, among other factors, have led to important changes in the entire scope of human resources in companies/ Organizations. Let's see below how technology has impacted and is helping to improve the different functions of the area that manages the talent of companies:

• In the case of recruitment and selection, we highlight:
• The recruitment 2.0 or Social Recruiting, which involves the collection, identification and attraction of people with adequate facilities for the vacancies of the organization, current or future skills through the new 2.0 tools (social networks, environments , collaborative, apps for recruitment 22.0, video-resumes, etc.). In this case, technology provides us with the following benefits:
• Cost savings: recruiting through new technologies saves costs. On the one hand, some conventional administrative steps are now carried out through the internet (launching the offer, attracting candidates, managing the resumes received, etc.), a faster and cheaper channel than other more traditional ones. In general, with fewer resources, you reach a greater number of candidates.
• Better knowledge of the candidates: 2.0 allow to know more about the candidates since, normally, the interaction with them is greater. If the company has a good strategy, it will not only deal with what is strictly related to vacancies in these spaces, but it will also provide other information about the company, it will talk about topics of interest to the sector ... in general, it will help build community.
• Recruitment of passive candidates: among the advantages of Social Recruiting we should also include the greater ease, compared to traditional recruitment, to attract passive candidates, those people with adequate talent for our company who are not thinking of changing their work environment.
• The Online Testing and Mobile Testing in the selection phase. The online testing would be joining the world 2.0 of tests recruiters that will carry the company. And mobile testing the translation of these tests to a mobility environment. But what evidence can we talk about?
• Of tests or psycho technical exams through any platform or corporate portal of the organization from where they can be performed.
• Conducting interviews over the internet, via Skype or any other software that facilitates videoconferencing. Although it is clear that some nuances are lost that are only perceived in face-to-face physical interviews, current technology allows conversations to develop fluently, without inopportune cuts and in an agile and economical way.
• From video resumes. The video curriculum is a video presentation of the candidate where he / she talks about himself, his skills (knowledge, skills and attitudes), his professional experience, his motivations and professional achievements. It is a more visual cover letter than the usual paper resume and that, although it is already striking in itself, you must always seek creativity to attract attention. The video curriculum cannot be a spontaneous recording, but rather it is a kind of biographical short film that is very thoughtful and oriented to the professional side of each one of us.
• In the case of human resources management and administration, CRMs such as SAP , which have specific modules to direct, manage and administer templates, provide almost instantaneous information on multiple variables and indicators: personnel inventory, absenteeism, cost of monthly payroll, etc.
• The training and qualification of human resources is also facilitated by technology through the internet with on-line training, a point that would deserve a whole post about it given its enormous benefits.
• And finally, the possibility of telecommuting is another way in which technology helps in the area of ​​human resources. Furthermore, as we saw in a previous post, some benefits of telework have a direct impact on staff motivation and satisfaction. Teleworking.

• It allows better reconciling between work and family life.
• In general, it increases employee satisfaction versus work, by gaining time, quality of life and the possibility of combining professional and personal management.
• Minimize travel, with the consequent saving in transport costs for the worker and the company, as well as time.
• Positive impact on the environment by minimizing travel, from a more community and global perspective.
• It allows days with fewer interruptions and time thieves, so they usually have more favorable conditions to maximize their productivity. 

 

Given these advantages, which are not the only ones, if you want to dedicate yourself to human resources, do not turn your back on technology!