HR presentation

1. TECHNOLOGY AND HUMAN
RESOURCES (GROUP G3)
PREPARED BY:
REHAM MOHAMED ABDUL JAWAD MOHAMED 18221351
DUAA KHALED HUSSAIN MOHAMED SHAFIQ 18221707
AHMED MAGDY ALY HEGAZY 18221703
PRESENTED TO:
DR. SAHAR ABDEL AZIZ

2. TABLE OF CONTENTS
• Introduction
• HR technology in brief
• Best practice
• Application
• Advantages
• Challenges
• Recommendation
• Application of Hr technology system in your organization
• Role of Human resources
• Questions

3. INTRODUCTION
• The world technology and mobile computing has made the
concept “traditional workspace” a thing of the past
• Today employees can work from anywhere at any time
• Technology has completely changed the role of human resources all
over the world
• Recent advances in technology have transformed nearly every aspect of
HR right from sourcing to performance management
• Some industry experts stated that technology is one factor that is
impacting the HR department to great extent

4. HR TECHNOLOGY IN BRIEF
• Why does HR uses technology ?
• to enable workers to learn and
develop, collaborate, share
feedback, steer their careers, and
even manage other people more
effectively.
• How did human resources use
technology a decade ago?
• HR technology was primarily used
to design systems for improving
HR administration, record-
keeping, and helping redesign HR
processes
• How does human resources uses
technology today?
• Today, digital technologies is
used in every aspect of HR, from
sourcing and recruiting to talent
and performance management
• What is HR technology?
• HR technology Any technology that
is used to attract, hire, retain, and
maintain human resources, support
HR administration, and optimize
human resource management.
• To summarize the development of HR technology are
1. paper-based systems
2. early personal computer (PC) technology,
3. electronic databases
4. Web-based technology.

5. BEST PRACTICES AND APPLICATION
• Wearable Technology
• Top companies like Google, Apple, and
Microsoft have started introducing
wearable technology in all the devices
• Wearable devices can make your
employees stay connected and improve
time management
• Wearable technologies provide a wealth of
opportunities for employee engagement,
including increased productivity, benefit
incentives and security.
• Wearable devices not only improve
communication and also enhance
operational efficiencies.
• some businesses are exploring new ways
to turn wearable device into powerful
tool.
• Any HR department that considers
switching to wearable devices should get

6. BEST PRACTICES AND APPLICATION
• Mobile emerges as a new HR technology platform
Example SOFTWEB application
https://www.youtube.com/watch?v=DL1U2IqGP5Q

7. BEST PRACTICES AND APPLICATION
• Enterprise resource planning ERP system like SAP
• example Arcus https://www.youtube.com/watch?v=6qys-
562kp4 • Centralized system that provides
integration for all major enterprise
functions
• Improves better decisions taken
with all data available on one
system
• Improves communication between
department rather than the island
principle
• Provide documentation for all
processes
• Needs server and equipment for
running inside a company
• Reduces administration and record
keeping works
• helps companies reach their goal,
decrease their cost & save their time
through automating repetitive tasks

8. BEST PRACTICES AND APPLICATION
• Built for the cloud” technology providers redefine HR functions
• Example oracle cloud ERP
https://www.youtube.com/watch?v=c9HfNg4a_Og
• Same as ERP but with all
system uploaded on
cloud
• No need for Expensive
equipment to maintain
server within premises

9. BEST PRACTICES AND APPLICATION
• New software categories include feedback, engagement, and culture
management
• https://www.youtube.com/watch?v=YbYi7_JumNs
• Companies is concerned
about low level employees
so the software provides
the following
• Real- time feedback is
vital
• Assessing culture
https://www.ethics.org/c
ulture-assessment/
• Monitoring
engagement
• Managing employee

10. BEST PRACTICES AND APPLICATION 2
• Performance and goal management are reinvented with feedback and
check-ins
• Feedback is essential to
show whether the
software Is serving your
goal or not
• Continuous improvement
is carried out through
these feedbacks
• Major company focuses on
what large companies
need which leaves a lot of
companies having trouble
having the appreciate
tools for supporting
performance system
redesign

11. BEST PRACTICES AND APPLICATION
• HR technology innovation brings employee engagement to the fore
• The HR technology is changing
• Managers look to upgrade and replace
existing HR systems to increase
performance & efficiency but they must
choose the system as per the following
• The number of employees using HR
tools
• the duration
• frequency of their usage will become
important measures of engagement
and effectiveness.
• consumer-like experiences
• mobile capabilities
• predictive analytics
• allow employees to test them for
• ease of use
• features workflow

12. BEST PRACTICES AND APPLICATION
• Better Data for Managing, Recruiting and Retaining Employees
• HR technology improves recruit, retain,
and manage employees
• Social recruiting help reaching new
candidates
• time and attendance systems and
integrated data management, can provide
better visibility for employment process.
• HR technology can help companies make
smarter decisions throughout the hiring
and employee-lifecycle process.
• In a recruiting pool where candidates can
find a job on Twitter, apply via a mobile
device on LinkedIn, conduct mobile video
interviews, use digital signature
technology to sign their offer letter, and
show up for their first day of work
remotely

13. BEST PRACTICES AND APPLICATION 3
• The Use Of Talent Websites
Why go
local
when
you can
go
global

14. BEST PRACTICES AND APPLICATION
• Video Job Interviews
• Interviewing
talents from
other cities or
even other
countries
• Saves a lot of
time

15. BEST PRACTICES AND APPLICATION
• Big Data Powers Organization
• https://www.youtube.com/watch?time_continue=103&v=jH44SfUNpWw&featu
re=emb_logo
• helps Hr to understand their
customers
• Market to target audience group and
communicate with prospective
customers
• When used with other technologies,
Big Data helps to gain a deep insight
and allows HR professionals to make
decisions powered by vital
information
• Big Data gives HR managers
• Fact-based view of the current
workforce
• helps them to identify emerging
trends.

16. BEST PRACTICES AND APPLICATION
• Mobile Apps are the Future
• Workforce across various operations
seeking access to applications via
mobile devices
• Companies adapt their HR systems to
be applied on applications with
• mobilization process
• An interface that employees are
looking for
• the trend of creating applications that
streamlines the basic HR functionality
continues to evolve.
• Today, mobile apps have become
essential for every application that a
company develops.

17. BEST PRACTICES AND APPLICATION
• Social Media – A powerful tool
• Essential to recruitment
• Around a quarter of employers are using
social media channels like Facebook and
LinkedIn to recruit staff
• HR can use social media for
• employee engagement to reach their HR
goals.
• Improve communication in the work place
• job postings and other company related
information
• to tell their organization’s success story
through photos, blog posts, Tumblr and
Pinterest pages.
• keep up with the news, technology and
trends
• Build relationships by sharing industry
knowledge
• job seekers uses social networks to

18. BEST PRACTICES AND APPLICATION
• Bring Your Own Technology (BYOT)
• https://www.youtube.com/watch?v=Qj-9W6JNtr0
• Most companies love the
innovation that can make their
products work smarter
• BYOT has become a new trend
today, and companies started
embracing it due to the level of
convenience it brings to
businesses.
• Companies that develop the
concept of BYOT should make
sure that their policies include
guidelines for protecting
confidential data and ensure
proper measures are put in
place if their device is lost or
stolen.
• security is one of the top most

19. BEST PRACTICES AND APPLICATION
• Move There Will Be A From Quantity To Quality.
• these technological
advances are amazing
• many Leaders & HR
have used some of
tech. trends
• Very innovative used
many of tech. trends
• A lot found out (after
spending money and
resources) that some
are a terrible match
for their

20. BEST PRACTICES AND APPLICATION
• Real Time Talent Management Matters.
• Tools that allow continuous monitoring of
performance are better for everyone
• Half annual formal employee review is fast
becoming obsolete
• software that enables us to stay on top of
things in real time is also very important
in order to detect Problems as early as
possible such as:
• If employees productivity decreases it
alerts us increase productivity like
Recognition, gratification & rewards
• employee relationships that can be
nurtured.
• Instant reach of information needed.
• Real time monitoring gives HR and
Leaders more power to do more good and
weed out the people who are not a good
fit.

21. APPLICATION OF HR TECHNOLOGY SYSTEM
IN YOUR ORGANIZATION
• We have 3 steps for
application of HR system:
• Adaptation
 Analysis
 Determine requirements
• Implementation
 Project teams created
 Software
 Privacy & security concerns
review
• Institutionalization fees
 Training
 Change management

22. ROLE OF HUMAN RESOURCES
• Implications of Technological Disruption
• Digital drives many significant implications for both business and
human resource department. Take a look at few advantages:
• For business
• HR department takes more strategic role
• Employees will become the decision makers
• bridge gaps
• Talent management process becomes better
• Talent practices will play a key role
• For Human resource
• Almost every aspect of the HR will be streamlined
• Collaboration and new organization structure will be evolved
• HR can analyze employee data, and create customized talent offerings
• Evaluating

23. REFERENCES
• https://www.ijser.org/researchpaper/Technological-Trends-
in-Human-Resource-Management.pdf
• https://www.iosrjournals.org/iosr-
jce/papers/conf.15013/Volume%203/12.%2055-
57.pdf?id=7557

24. QUESTIONS