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- 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 worldtechnology 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 INBRIEF • 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 ANDAPPLICATION • 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 ANDAPPLICATION • Mobile emerges as a new HR technology platform Example SOFTWEB application https://www.youtube.com/watch?v=DL1U2IqGP5Q
- 7. BEST PRACTICES ANDAPPLICATION • 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 ANDAPPLICATION • 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 ANDAPPLICATION • 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 ANDAPPLICATION 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 ANDAPPLICATION • 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 ANDAPPLICATION • 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 ANDAPPLICATION 3 • The Use Of Talent Websites Why go local when you can go global
- 14. BEST PRACTICES ANDAPPLICATION • Video Job Interviews • Interviewing talents from other cities or even other countries • Saves a lot of time
- 15. BEST PRACTICES ANDAPPLICATION • 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 ANDAPPLICATION • 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 ANDAPPLICATION • 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 ANDAPPLICATION • 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 ANDAPPLICATION • 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 ANDAPPLICATION • 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 HRTECHNOLOGY 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 HUMANRESOURCES • 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
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