Technological Applications for HR

CONTENTS

PARTICULARS PAGE

Introduction …………………………………………………………………………………………………………..…1

Importance of HR Technology ………….………………………………………………………………………2

Top HR Technologies ……………………………….………………………………………………………………3

HR in Bangladesh ……………………………………….…………………………………………………..…………6

Conclusion…………………………………………………………………………………………………………………7
Introduction:
As an enabling tool, technology has the capacity to transform the way in which HR is delivered
to an authority. Together with the exponential rise in the use of technology in the corporate field,
it now plays a vital role in effective people management. The range of HR delivery options is
vast in scope and so it is common for authorities to combine them to maximize their HR abilities.
These delivery options include:

 Outsourcing
 In sourcing
 Employee relationship management technology
 ASPs (Application Service Provision) and ERP (Enterprise Resource Planning) platforms
 Interactive voice recognition

More commonly companies are looking to ERP and other systems, to enable their change of
delivery systems for both HR and wider company services.

IT is being leveraged by HR to benefit almost every aspect of its day-to-day operations. With HR
technology constantly improving and costs continuing to decline in many instances, it is
inevitable that implementation of these applications will continue to rise.
Importance of HR Technology:
The Society for Human Resource Management’s new HR Technology Survey highlights the
following key findings for the industry:

 Expanded use of the web for delivery and utilization of HR applications on a service
basis.
 The majority of HR professionals surveyed said their organization did not have an
employee self-service component built into its HR technology system.
 This is likely to change according to HR technology experts, however, as Internet-based
self-service applications are improved and are better integrated into other work processes.
 Most organizations are not measuring the ROI for HR technology systems, and thus some
are finding making the case for HR technology problematic.
 Significant growth in the use of e-learning.
 Heightened awareness of HR data privacy – an increasingly important issue given the rise
of identity theft using employee information.
 Increasing outsourcing of human resource information technology systems
 Increasing transition to paperless payroll.
Top HR Technologies:
The technologies making the biggest impact in the HR market at present are:

1. Employee self service is a web-based application that provides employees with access to
their personal records and their payroll details. The most common features of ESS allow
employees to change their own address, contact details and next of kin. Often included
with ESS is the ability for employees to apply for leave and have that application directed
to the employee’s manager for consideration. Some applications enable employees to
change their bank account details and provide details of pay slips, both current and
historical.

2. A workflow technology is a new field of software products designed to improve the

design of information systems. It involves use of workflow engine to execute models of
processes. The models can be edited by persons not experienced in programming (e.g.
managers) using workflow. Workflow maps business processes systematically and helps
prevent some tasks from falling through the crack or lost amongst numerous emails.

3. Vendor management systems is an Internet-enabled, often Web-based application that

acts as a mechanism for business to manage and procure staffing services – temporary,
and, in some cases, permanent placement services – as well as outside contract or
contingent labor. Typical features of a VMS application include order distribution,
consolidated billing and significant enhancements in reporting capability that
outperforms manual systems and processes.

Benefits:

 Streamlined requisition approval workflow

 Reduced time-to-fill cycle times
 Bill rate standardization / management
 Optimization of supplier base
 Consolidated invoicing
 Improved security and asset management
 Availability of vendor performance metrics
 Visibility and cost control over maverick spend
 10-20% reduction in contingent labor spend

4. Applicant Tracking System (ATS) is a software application that enables the electronic
handling of recruitment needs. An ATS can be implemented on an Enterprise or small
 business level, depending on the needs of the company. ATS systems are very similar
to Customer Relationship Management Systems, but are designed for recruitment
tracking purposes.

This technology provides a complete and versatile solution for managing recruiting,
hiring and on boarding processes to help you make better hires and realize efficiencies
every step of the way.

Benefits:
Functionality of an ATS is not limited to data mining and collection, ATS applications in
the recruitment industry include the ability automate the Recruitment Process via a
defined workflow.

Another benefit of an applicant tracking system is analyzing and coordinating recruitment

efforts - managing the conceptual structure known as Human Capital

5. Hiring management systems is Organize and manages all employee data, performance,
training and succession planning tasks from one portal.

Benefits:

 One software platform for all performance management activities keeps

technology investments cost-effective and controllable
 Real-time reporting system: easy performance management for recruiters,
divisions, business units, and more
 Align hiring management systems and performance management processes with
strategic business goals
 Sensible resource management through Source Effectiveness tools and reports
 Configurable, scalable performance management software solution to meet both
current and future hiring and performance needs.

6. E-recruitment software is referred to as Internet recruiting is the use of the internet for
attracting, hiring and retaining job seekers. This involves matching candidates and
validating their skills and qualifications. As the number of people searching online for
jobs increases, companies are taking advantage of e-Recruiting software to manage the
entire recruitment process and reduce recruiting-related costs

E-Recruitment utilizes the power of online resume search technology to parse resume
databases and help recruiters and human resource personnel actively search for
candidates on a global scale. Though E-Recruitment initially began as a simple method
for finding talent online, it has evolved to incorporate all aspects of candidate
management.
7. Internal mobility software is a web-based mobile cloud computing business solution,
leveraging the Internet infrastructure to deliver software as a service to business. It
consists of a collection of online interactive business applications. For data
transfer, networks with GPRS and UMTS are connected to the Internet. Mobile
Enterprise depends HSDPA and HSUPA technology. Like mobile messaging
technologies, such as SMS and E-mail, mobile enterprise supports enterprise mobility.

Benefits:

With the Internal mobility software entire businesses can be moved onto the internet.
Company databases can be remotely accessed and updated from anywhere in the world,
at anytime, with any device equipped with a Web Browser and by anyone with
permission to access the service.

Disadvantage:

The Internal mobility depends entirely on the Internet as its infrastructure. The system
breaks down when a user cannot connect to the Internet. The system does not work in
places where Internet service is not available. The system is disrupted whenever the
Internet suffers a disruption such as when underwater data cables are damaged by
earthquakes.

8. Performance and appraisal management software is automates the process of

reviewing employee performance, setting new objectives and writing individual
development plans. A type of Performance Appraisal solution is 360 degree feedback
software, which manages the process in which an employee completes a self-evaluation
and is also evaluated by his/her manager, peers and direct reports. Performance Appraisal
software is related to 360 Degree Feedback software, Human Resource
software and Workforce Management software.

9. Succession planning software provides insight across company organizational silos and
into the global talent marketplace to power true talent mobility and succession. In a single
view, anyone can systematically evaluate and compare individual experience, skills, and
competencies to select the right person for each role. This software enables to go beyond
simple performance and potential to evaluate risk of loss, compensation, and career
preferences. Now an executive can create, monitor, and develop stronger talent pipelines
for leadership and other critical positions.
 10. Personal development software is an example of Word Press software, where employee
can edit this to put information about himself or his site so readers know where s/he is
coming from. Employees can create as many pages like this one or sub-pages as s/he like
and manage all of his/her content inside of Word Press.

More others HR technologies are:

 Career planning software.

 Package review software.
 Executives and key people management software.
 Electronic Passport for New Hires
 Feedback and Engagement Initiative

HR in Bangladesh:
In Bangladesh, the latest economic downturn demands that any HR initiative prove itself on the
bottom line. Employers are learning that effective use of technology can, as promised,
dramatically reduce costs. Success comes from paying attention to the small things. Getting the
basics right. Those steps may not sound exciting, but when the cumulative effect produces cost-
savings in the hundreds of thousands of taka, people notice.

More firms are installing Internet and computer-based system for improving Hr productivity.
There are many technology used by HR in Bangladesh, like:

 E-procurement
 Web Portals
 Mobile web and wireless net
 Internet and network monitoring
 Electronic Signature
 Internet baser bill payments
 Data warehouse and computerized analytical program

Technology makes easier to outsource Hr activities to specialist service provider, by enabling

service providers to have real-time, Internet-based access to the employer’s HR database.
Conclusion
Software is being deployed to manage areas such as internal mobility, appraisal management,
succession planning, package review and personal development. E-recruitment and performance
management software are also helping to dramatically improve HR’s ability to carry out
effective people relationship management (PRM), and improve their organization’s employer
brand. PRM allows organizations to form one-to-one relationships with potential and current
employees, enabling companies to better attract, develop and retain the right people and realize
their full potential. With such solutions, organizations are able to treat their candidates and
employees as they would treat their customers. It also enables them to move away from
subjective people management to objective and efficient people management to the great benefit
of the employee/candidate.