RELATION BETWEEN HR &TECHNOLOGY
Presented by :
Name
AHMED MOSAAD
RAMY EMAM
AHMED AMMER
Technology changes the way HR departments contact
employees, store files and analyze employee
performance. Used well, technology makes HR practices
more efficient. When used poorly, it can get in the way of
managing the company's human resources. Good HR
practices maximize the benefits and minimize the
problems.
Before the internet and email, connecting with job seekers
meant phone, face time or a letter. In the 21st century, it's
routine for companies to post openings online, and require
job seekers to apply through an online applicant tracking
system. That frees up a great deal of time that HR would
have spent dealing with paper resumes or personal calls.
With email, text and messaging apps it's easier than ever
for HR staff to stay in touch with the rest of the company. If
a manager wants to share a new schedule with a project
team, one email with an attachment or a conversation on
Slack can share the word with a dozen people at once.
There's a risk of relying too much on tech as a time-saver
though. Information in a two-page email may be better off
delivered to the group face to face. That way everyone
can ask questions and hear the answers.
Technology makes it easier to gather and break down
data on employees to get an overall picture. Which tasks
do they perform best? Do they meet all the goals from last
year's performance appraisal? If they fell short, was it by
12 percent, 50 percent or 75 percent? Software programs
can even take over much of the work in evaluating
employees.
As HR makes more use of data collection and analysis,
employees might feel their privacy shrinking. If, say, a
company has security cameras that monitor employees
every second, it can be easier to find the facts behind a
harassment charge or someone drinking on the job.
However, being constantly monitored can alienate
employees as well. Good HR practices involve not only
knowing how much data can be gathered but also how
much should be gathered.
Another risk is that the HR department can end up getting
more data than it can manage. After a certain point,
wading through data to pick out the relevant material
becomes an impossible task. It's also possible that HR will
misread data or make assumptions that a face-to-face
conversation could clear up.
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