Human Resource Management & the Digital Framework

Technology is affectingly gaining control of the driving seat when it comes to impacting our everyday lives. Be it the wave of pocket-friendly smartphones, or the role social media now plays in state level elections, Human Resource Management is beckoning for a revamp in its structure.    

Simply put, innovation in technology & the need for skill-set improvement of the workforce, have caused for the metamorphosis of the Human Resource Management. Today, data is maneuvering the decisions of all human resource professionals. Pillars of an organization i.e. Culture, strategy, operating plans & talent need to take the hand of upcoming technologies.    

People Analytics, more important than thought

Companies are attempting to establish a healthy involvement of analytics into the genome of Human Resource Professionals. 

Talent management is now mining data from external sources apart from diving in people analytics, to better understand the trends in human resource management. Such tactics help in predicting workforce trends & grab top-notch talent.

Technology: the fueling Strategic Priorities

The newer & better Talent Management tools have the vigor to effectuate superior engagements and upgraded innovation. For e.g:
  • Mindtree makes use of 54 online learning communities where employees exchange their views/ideas.
  • The Talent Management wing of Ericsson, brought about substantial changes in its career website blogs & digital media platforms to revitalize its Talent Acquisition unit. 

It is essential to understand the relevance of a digitally dominated strategy in terms of technology to the company. Only then, can one start polishing its talent management unit.

Mold the mindset to tame Digital transformation

Many human Resource Professionals are efficient enough to make sense of numerical data. The challenge arises when they have to present the top-brass the case of the present condition in order to understand the scope of improvement relying on the current availability of talent. 

To cure this, the HR managements units, need to bring about a uniform cycle of honing the present & requisite skill-sets of the workforce.

Give it time & the Technology would come to you.

Experienced companies with the well-established talent management units say that it takes up to 2-3 years to get a hang of the technology, ingrain the employees with the tech know-how & leverage real-time data to the relevant people-related discussion.

The diversity recruiting team of Linkedin, for instance, increased its recruitment of under-represented minorities in the sales division by 23%. Note that, 40% of the employees are employed in the Sales unit, in Linkedin. These initiatives substantiated impressive growth.

Successful Management of change is Indispensable

Companies who readily inject analytics into the bloodstream of their business are 6 times more likely to get favorable deliverables, than otherwise. It easily could be stated that companies don’t have the right launch-pads for spring-boarding their business processes in regard to tech-based solutions.

Human Element a High-Priority

Technology, through various of its extensions, will continue to influence major developments in Human Resource Management. The call for integrating tech-based, data-driven practices will continue to rise, but the human element will remain the gravitating center of everything.    

The Talent Management ought to garnish the skill-set of employees as digital enablers. Human Resource functions, ones that could process the newer facets of technology in their talent management strategies will be far better positioned to assist business leaders to grow the competencies required to push innovation, high performance and operational excellence.

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2 August 2017 at 15:09 delete

It is good to know that Human Resource Management is gaining the importance and getting recognized as a potential option to generate employment. Keep up your good articleship.