Of all the departments and functions in a corporate organization, Human Resource is the
one function related to employees’ personal aspects. The entire employee job cycle is taken
care of by the Human Resources (HR), ranging from hiring, compensation, leave
management, employee satisfaction, development, and growth till exit. This function
requires personal involvement and conscience that may vary from person to person.
Another rather unique aspect of an organization – technology is the practical and scientific
application of various aspects such as skills, processes, methods, and organization
techniques. It does not concern any personalized features and derives the same result
irrespective of who, where, or when someone brings it into the organizational process.
But what if these two aspects are related?
The challenges related to HR, like Employee Engagement, Employee Retention,
development of the leaders, competitive compensation, global outreach of businesses, and
various other factors have stimulated extensive innovation in the HR field. For instance,
more than 92% of the recruiters have turned their trust into Social Media hiring in the
recent decade rather than organic hiring methods. More than 3% recruiters use “Snapchat”
as a recruiting channel, moving beyond LinkedIn, Facebook, and Twitter. Below are some of
such instances that bring HR and Technology together.
HR and Virtual Reality
COVID-19 has undoubtedly helped change the mindset of protagonists across the Corporate
industry, especially in India. Holding appraisal meetings, taking interviews, onboarding, and
even celebrations as part of work today takes place over video calls. Technology and Virtual
Reality help HR with talent management, training, onboarding, and inductions, hiring, etc.
as the new normal.
HR and Machine Learning
Machine Learning (ML) uses algorithms for automated data analysis to create automated
analytical models. HR deals with massive data sets from Recruitment and the Employee
Database. ML technology helps HR improve the efficiency of initial research with dedicated
hours to acquiring next-level results. So far, in Human Resources, machine learning
applications are confined mainly to the Recruitment process. However, it will be exciting to
oversee the advancements in this field.
HR and Could Computing
Cloud Computing ensures using a network of remote servers hosted on the internet instead
of a personal computer or a local server. It helps data processing by storing and managing
valuable information over the cloud, enabling the HR department to push its expertise into
the middle and higher-level leadership, resulting in efficient business performance and
execution. When the data on performance, attendance, track of time, etc. gets automated,
the focus can be shifted to increasing productivity, transforming the HR department from
being a cost center to generating revenues.
The mentioned instances are only some broad spectrum of Technology inter-dependencies
in the HR department. The ever-changing and fast-paced technological advances are only
making HR strive towards innovation that ultimately makes it even more indulged with
Significantly, the global pandemic has altered stigmas helping people become adaptive.
Several theories believe that remote working can continue as the “new normal” once we
overcome this pandemic.
It can make the who’s who of the Corporate world, refine the entire workplace experience
with HR as the bridge that connects extremes in an organization, exposing and expanding
them with the latest technological developments.
It will be interesting to see how the Corporates fit into this new reality.