The document discusses how HR technology affects strategic planning and operations. It explains that HR technology automates and streamlines functions like recruitment, onboarding, and performance management. A case study shows how implementing an HR technology suite at a company streamlined processes, reduced errors, improved employee satisfaction and cross-departmental collaboration. The conclusion emphasizes that leveraging HR technology strategically is important for guiding strategic planning, optimizing operations and providing metrics and analytics to inform decision-making.

1. HR TECHNOLOGY AND ANALYTICS
PRESENTED BY: ANISH
22MBA009

2. CONTENTS
 HR TECHNOLOGY AND STRATEGIC PLANNING
 HR TECHNOLOGY OPERATIONS
 METRICES, ANALYTICS AND REPORTING

3. HOW TECHNOLOGY AFFECTS HR?
 RECRUITMENT AND SELECTION
 ONBOARDING AND TRAINING
 EMPLOYEE ENGAGEMENT AND COMMUNICATION
 PERFORMANCE MANAGEMENT
 BENEFITS ADMINISTRATION
 DATA ANALYTICS AND HR METRICES
 COMPLIANCE AND RISK MANAGEMENT
 OFFBOARDING AND EXIT MANAGEMENT

4. HR TECHNOLOGY AND STRATEGIC PLANNING
 Digital tools, platforms, and systems designed to
 Automate
 Streamline
 Optimize various HR functions
 These functions range from talent acquisition and employee onboarding to performance management
and workforce analytics
 Strategic planning involves envisioning the future of an organization and determining the necessary
steps to reach that destination
 A catalyst in this process by providing valuable insights into the current state of the workforce,
identifying skill gaps, predicting talent needs, and aligning human capital strategies with organizational
goals

5. ROLE OF HR TECHNOLOGY IN WORKFORCE PLANNING
 By leveraging predictive analytics and data-driven insights, organizations can anticipate:
 Future talent needs
 Identify critical skill sets
 Ensure a proactive approach to talent acquisition
 This not only enhances the organization's ability to adapt to market trends but also supports long-term
strategic initiatives.

6. HR TECHNOLOGY AND OPERATIONS
 The integration of technology has become synonymous with operational efficiency.
 Administrative processes:
 Payroll processing
 Benefits administration
 Leave management can now be automated, reducing manual errors and enhancing overall efficiency

7. CASE STUDY: OPTIMIZING HR OPERATIONS WITH
TECHNOLOGY
 Company Background: ABC Corporation, a multinational organization with a diverse workforce, faced challenges in managing its HR
operations efficiently. The manual processes for payroll, benefits administration, and employee onboarding were time-consuming,
prone to errors, and hindered the HR team's ability to focus on strategic initiatives.
 Implementation of HR Technology: Recognizing the need for a transformative solution, ABC Corporation decided to implement a
comprehensive HR technology suite. The new system included an integrated Human Resource Information System (HRIS), an
advanced Payroll Management System, and Employee Self-Service (ESS) functionalities.
 Streamlining Administrative Processes: With the new HR technology in place, ABC Corporation witnessed a remarkable
transformation in its day-to-day operations. Manual payroll processing was replaced with an automated system, significantly reducing
errors and ensuring timely salary disbursements. Benefits administration became more transparent and accessible through the ESS
portal, allowing employees to manage their benefits with ease.
 Employee Self-Service Empowerment: The introduction of ESS features empowered employees to handle various HR-related tasks
independently. From updating personal information to accessing digital pay statements, employees experienced increased autonomy.
This not only enhanced the overall employee experience but also freed up valuable HR resources to focus on strategic initiatives.
 Integration for Cross-Functional Collaboration: The integration of the HR technology suite with other organizational systems, including
finance and project management, created a seamless flow of information. Data consistency improved, and cross-functional
collaboration became more effective. HR data became a valuable asset for decision-makers across departments, contributing to a
more holistic understanding of the workforce.

8. RESULTS AND BENEFITS
1. Efficiency Gains: The automation of HR processes resulted in significant time savings for the HR team,
allowing them to focus on strategic tasks.
2. Reduced Errors: The new system led to a considerable reduction in manual errors in payroll
processing and benefits administration.
3. Employee Satisfaction: The ESS features improved employee satisfaction by providing easy access to
information and fostering a sense of control over personal HR matters.
4. Cross-Functional Collaboration: Integration with other systems improved collaboration between HR
and other departments, contributing to better decision-making at the organizational level.

9.  Future Steps:
 Buoyed by the success of the HR technology implementation, ABC Corporation is exploring further
enhancements. Plans include incorporating advanced analytics for talent management, exploring AI-driven
recruitment tools, and continuous training programs to keep the workforce adept at leveraging technology for
optimal performance.
 This case study illustrated how HR technology can be a catalyst for positive change, streamlining
operations, and fostering a more strategic approach to human resource management within an
organization.

10. METRICS, ANALYTICS, AND REPORTING
 Metrics in HR encompass a wide range of data points, from employee turnover rates and time-to-fill
metrics in recruitment to performance metrics and training effectiveness
 These metrics provide a snapshot of the current state of the workforce, enabling HR professionals to
identify trends, measure progress, and align strategies with organizational goals

11. CONCLUSION
 The intersection of HR technology, strategic planning, and operations has ushered in a new era of human
resource management. As organizations navigate the complexities of the modern workforce, leveraging
technology strategically has become imperative for success.
 Strategic Planning: HR technology acts as a guiding force in strategic planning, providing insights into
workforce dynamics, predicting talent needs, and aligning human capital strategies with organizational goals.
The integration of technology ensures that HR becomes a proactive partner in shaping the future of the
business.
 Operations: The operational landscape of HR has been revolutionized by technology. From automating
routine tasks to empowering employees through self-service features, HR technology streamlines operations,
reduces errors, and fosters cross-functional collaboration. This shift allows HR professionals to focus on
strategic initiatives that drive organizational success.
 Metrics, Analytics, and Reporting: The use of metrics, analytics, and reporting tools empowers HR
professionals with data-driven insights. By measuring key performance indicators, predicting workforce trends,
and presenting information through customizable dashboards, organizations can make informed decisions
that enhance talent management, employee engagement, and overall workforce effectiveness.

12. THANK YOU