Tips to introduce HR technology
Topic 1 and topic of Title : Tips to introduce HR technology at the workplace-Technology change is tough, especially when it upheaves years of doing things with traditional processes.
Introducing new technology means a change in the management framework, too. Just purchasing a tool or software doesn’t cut it. The organizational culture needs to have technology embedded in it. The whole process is always on-going, so make sure that you don’t introduce any technology unless the management framework is in place.
Technology changes can intimidate and alienate employees who are comfortable working in traditional systems and procedures, and have trouble adjusting. It is important for the organisation to see things from employees point of view. The changes may be done if done below actions.
1. Address your employees about the Importance of new Technology
When introducing new tech solutions to your colleagues, it’s important to help them understand why you’re implementing it and what it will do for the business.
Not only business perspective but employees on other side will be able to update and upgrade themselves on new technology.
2. Keep your employees informed
Staying transparent with your employees on this roadmap will help in transition into the new system. Letting them know what they can expect during the implementation period can give them ease and let them know that they have time to get used to the transition rather than just diving in.
3. Provide Reasonable Time to the employees
New technology always has a learning curve, employees who aren’t used to working with it will take time to learn and off course will not accept initially by nature.
Since employees some are aged and some are young, some are quick learners and early adopters, there is an equal number of those who have more of a struggle learning how things work. It is important to be patient and encouraging.
4. Listen your employees
Feedback is an important part of any business decision. Throw them pressure and not listening to your employees problems about adopting a new tech solution will not solve your problem irrespective of any good technology bringing in the organisation. Thus open to their ideas of how to transition and addressing their problems will make them feel part of the process and not feel like it’s being forced upon them.
Topic 2: Topic: Technologies and its Impact in HR
What technology has historically done across functions-replacing labour-intensive jobs in the immediate future to create new kinds of jobs in the long run- it is set to do the same for the HR department as well.
Technologies in HR such as Automation, Digitisation, ML and AI, the HR industry has developed efficient and data-driven operations solutions with ROIs, an indication of the graduation of the role of the HR from an administrative and compliance department to key decision and impact maker.
Laborious tasks ie employee onboarding have been transformed with Robotic Process Automation so that repetitive jobs like creating records, documentation and adding employees in payroll systems can be made quicker and hassle-free.
Artificial Intelligence, Machine Learning has opened new possibilities in background verification. Technology has enabled the creation of proprietary databases and powerful search engines to scrape millions of data-points to generate precise results, technology has made it possible to deliver better data security and compliance to our clients, two crucial pillars of success for any business.
Topic 3 and topic of Title : Benefits of HRMS
Human Resources Management Software (HRMS- can bring to your company, notably saving money while tracking performance and eliminating redundant HR tasks. Human HRMS is an important tool for any company, whatever its size.
Typical HR processes such as resource onboarding, recruitment, payroll management, performance management, etc. can be highly time consuming and resource intensive. Payroll Management for a company that has 50+ employees can take over two dedicated days for the entire HR personnel to perform when done manually. But when automated with an HRMS, the process takes just a few hours with no or minimal requirement of human intervention.
An HRMS provides remote access and enables employee self service, which means employees can themselves generate these documents from any location by simply logging into the system with their credentials.
One of the biggest benefits that an HRMS brings to the table is process automation. HRMS can help automate most tasks related to payroll management and filing, which not only saves time, but also helps eliminate common errors such as incorrect salary calculations, double credits etc.
Apart from above HRMS can be used to track employee KPIs, employees can monitor performance metrics ahead of any sort of performance review meetings.
Companies now a days are “going green” to help reduce waste. Here HRMS may help you go paperless thru keeping signatures and approvals in HRMS/ All employees records are also maintained etc.
Topic 4 and topic of Title : Benefits of LMS (Learning Management System)
Learning Management System integration with HR is beneficial for an organization. LMS is used by companies to onboard and train employees. It not only saves time and cost but provides higher work productivity. It delivers and tracks educational and training content online.
When a new employee is hired, the HR needs to conduct their induction and onboarding process. Integrating this with the LMS will make it easier to train employees. Each time an employee is hired, they can be trained and inducted with the LMS, making the training and induction process easier, time-saving and diverse in terms of its teaching methods.
The feature of accessibility in an LMS is the most beneficial for the HR. An employee sitting anywhere at any time can receive training and the courses and lessons can be managed by the organization.
Learning management systems are being used across many different industries to improve organizational efficiency. They are also used in schools for online and blended courses. If used properly, an LMS can be a valuable tool that increases the effectiveness of training while reducing costs and time spent on training.
The use of LMS is only likely to continue to grow, so understanding what these systems can do and how to work with them can be helpful for future grow and development.