Technology has had a significant impact on the field of human resource management (HRM). In recent years, HR technology has become an integral part of HR departments and has helped HR professionals streamline various processes, improve efficiency, and make data-driven decisions.
One of the main areas where HR technology has been widely adopted is in the recruitment process. Online job portals, applicant tracking systems (ATS), and video interviews have made it easier for HR professionals to attract and screen candidates. ATS software helps HR professionals to track job applications, schedule interviews, and manage resumes and other documents. Video interviews allow HR professionals to interview candidates remotely, saving time and resources.
HR technology has also been used to automate various HR processes such as employee onboarding, performance management, and payroll. HR professionals can use online tools to create and manage employee records, track employee performance, and process payroll and benefits. These tools help HR professionals to save time and reduce the risk of errors.
Another important aspect of HR technology is its ability to gather and analyze data. HR professionals can use data analytics tools to track employee performance, identify trends and patterns, and make data-driven decisions. For example, HR professionals can use data analytics to identify the most effective recruitment channels, understand employee turnover patterns, and identify the training and development needs of employees.
In conclusion, technology has had a significant impact on the field of HRM. It has helped HR professionals to streamline various processes, improve efficiency, and make data-driven decisions. HR technology will continue to play a key role in HRM in the future, and HR professionals will need to stay up-to-date with the latest technology to remain competitive.
What Is Total Quality Management and How To Use It
Basic Steps of Effective Training PlansThe first step in training process is to make everyone aware of what the training isall about. Step Six: Standardizing Operations While overtime reduction was maintained, employees were still experiencing stress due to errors or incomplete entries during the payroll run while searching for correct information. Making quality improvements was once thought to be the sole responsibility of specialists quality engineers, product designers, and process engineers. Many leading companies such as Motorola, Cadillac, and Xerox, whose strategiesrequire them to survive against the pressures of world-class competition, have implementedTQM. But since the process of permeation of improvement consciousness is delicate and time consuming, some organizations are predisposed to be better TQM adopters.
TQM in HR
This sets up an effective loop where culture and processes benefit from each other, the nuts and bolts of ensuring customer satisfaction are regularly optimized and the business can boldly prepare for the future. It facilitates collaborative efforts to solve quality problems Waldman, 1994 ,places overall responsibility for quality with the team while reducing the potential for individual blame Wilkinson, 1992 , allows greater sharing of information within the work group Oakland, 1989 andfacilitates greater co-operation to improve continuously the functioning of the work group. Simplify the process so it is easy to participate4. It emphasizes self-control, autonomy, and creativity amongemployees and calls for greater active cooperation rather than just compliance. Find out in our latest report: The State of HR. Selection has to be orientated towards a more person-centred approach than a task-based selection; that is, organizational selection processes should beoriented to identifying individuals who possess quality-related competences Rees and Doran, 2001. Together, these three areas totaled 29% of overtime, of which 60% originated in two regions, while another 35% came from just two people in the head office.
What is TQM? Important Topic in HRM
There should be distinct processes to course correct on the TQM journey by adjusting strategy and tactics. Thus, for qualityinitiatives to work, there must be sufficient participation Fernandez, 1996; Newall and Dale, 1991;Schuler and Jackson, 1987 and communication on the part of all employees in quality decisions, becausethey can improve the organizational processes Mohanty and Sethi, 1996; Schonberger, 1994; Wilkinson etal. Employees must understand why the obsession with improvement ultimately gives them the freedom to innovate on their jobs. At this point of time you may feel that TQM in HR sets unrealistic expectations and probably is too rigid. The third step is to adept to adapt the program. TQM not only boosts the financial health of a business, it also improves talent connectedness and communication. Payroll Run Errors and Queries August 65 September 67 October 78 November 7 December 1 Step Seven: Maintain Improvements The TQM team compiled the results and presented them to management.
