There is a collective fear in us towards
technology that while it makes our lives and work easier, it may one day very
well take the latter. But the little Luddite in our head is not always right:
there is a way to use technology, especially in HR, to our advantage while we
as human professionals remain indispensable.
Recruitment
is one practice which has been made considerably easier by modern technology.
HR professionals today don't have to rely on print publications, they can post
jobs on the net and have thousands of prospects in a matter of days.
Selection
processes can also be sped up with technology, however, recruiters have to be
very careful while using software. Computers can filter out the best and brightest
of applicants in a second, but they do not have instinct. Computers do not see
potential, only facts. They don't care, if someone could be the perfect employee, they look for the one who is.
Analyze this
The use of
big data in performance management is similar: through automated processes, we
can monitor countless variables, like how much do employees work, how satisfied
they are, how successful they are in their jobs and so on.
Large data
sets containing information about the performance of our employees, especially
at large companies with a workforce that is several thousand strong, provide an
opportunity to see an overall picture and come up with complex and
comprehensive plans. But computers only go as far as automated analysis can:
none can replace an HR professional who instinctively knows how to read the
data and what to do about it.
Learning made easier
Another practice
which has been greatly improved by technology is the training of new employees.
Of course this does not apply to every company, but in a lot of cases it is not
essential for a successful training for the trainees to be physically present.
Information, training programs can be accessed from remote locations, trainees
can join courses on the internet, and in most cases they can do this with
minimal interference from humans.
Interaction
of course is essential, questions have to be answered, problems must be
uncovered before someone joins the team, but machines once again can not only
speed up the process, but also make it much more convenient for everyone
included. Of course you can’t teach someone how to operate heavy machinery in a
webinar – and If you can, you certainly don’t want to. But an accountant, a
programmer, an office worker can utilize technology this way with no problem.
Technology’s
impact on HR can be summed up like this: processes can be sped by with it, data
collection and analysis can make your work easier, but computers won’t be
taking your job as an HR professional any time soon.
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