By Vaidyanathan Ramalingam, Bangalore: Technologies continue to evolve, so do HR and Talent management practices. Modern HR departments should be flexible and adoptable to the technological transformation. Spanning from hiring & on-boarding process to employee engagement & people culture, technology is shaping up the HR practices. To improve people management and employee engagement, HR must be adoptable and innovative with respect to consumer friendly, easy to use and centre of resources and analytics. These functionalities and capabilities will be available only when HR functions are unified through a cloud platform. Cloud HR is next big thing that has potential to keep HR leaders ahead of future HR trends.
Impact of HR Tech on hiring and recruitment process: The talent capital management lifecycle begins with talent acquisition. The most un-organized phase or where technology dependency is still huge despite of several solutions available/evolving is recruiting. The technology solutions solve challenging areas like requisition management, opening publishing, branded auto career page management, ATS (applicant tracking system), advanced profile search, automating interviews, tasks and forms, recruiting calendar, fitment & offer management, onboarding automation and analytics. If all these are available with seamless integration in a cloud software, it is more convenient for talent acquisition team, tech panel, management, external recruiters and candidates.
HR Tech will drive L&D and employees’ performance management: L&D and Performance management has closer relationship and non-separable from talent capital management perspective. A cloud solution with a competency based technology architecture can make a complete system which can strategically transform the organization. It can perhaps interlink the organization valuealignment, technical & behavioral competencies, goals & objectives integrated with continuous performance management tools. The outcome of these framework can end up with career planning, succession planning, SMART development plans for individual/team/org, PIP (performance improvement plan) and finally leading to applicable compensation revision. The modern L&D solution provides skill gap based multimedia (content) self-learning platforms such as learning management system (LMS), instructor lead training management, on-line assessments and auto certification.
How startups can leverage HR Tech: In startups besides the founding members they need to have entrepreneurial talents who can dream together, face challenges and deliver. When the team size is small (up to 50) they just need a simple cloud software which not only is affordable but should full-fill their HR operational automation like Intranet page (communication platform), core HR, recruiting, leave, attendance, payroll and statutory compliance. If these are available on cloud with any device access (mobile App or HTML5), it is even more convenient.
Benefits of cloud HR for large employers: For large employers typically above >750 employees or multi-location (within India or MNCs) each of the talent capital management life cycle need an elaborate and integrated cloud solution. So, the CHRO can leverage best out of technology and add values through their business HR that are distributed across organization business units/branches/territories. Solo systems have integration challenges and dis-connected data flow. The IT automation should spread across Intranet page, Core HR, HR operations, Recruiting & Onboarding Performance & Succession, competency based L&D, LMS &certification, Business IT applications (workforce management). Thus it is not just Hire to Retire, instead Hire to ROI (in today’s context).
Is there any chance automation through HR Tech will shrink employment opportunities for HR professional? Automation means reducing manual effort. Whether HR or any other vertical function, this was/is always the case. The issue is not that. For any function when we speak about mobile economy, millennial talents, knowledge based human capital at the end of the day it is all about values they provide for internal/external customers. The percentage of human resource profession can be replaced by non-human IT automation, but the software can not shrink the human touch. The IT automation must help in analytics, where the manual work cannot solve certain pain points and provide effectiveness with improved efficiency. Compared with the rule based automation (HR operations, statutory compliance), the talent management and L&D needs the involvement of HR professionals with a specific skills and competencies. In other words, the HR can provide more values to their internal/external customers leveraging various cloud based integrated talent capital management solutions including in board rooms and VC / fund raising discussions!
About the Author: Mr Vaidyanathan Ramalingam (Vaidya) is Founder and Chief Executive Officer of USR Infotech Solutions (brand: Skills2Talent), a Bangalore based HR Tech company. Mr Vaidya has more than 20 years of industry experience primarily in R&D focusing software product development, testing/QA and customer service. Mr Vaidya has won many industry awards for his leadership and business acumen including HR Tech Leader Award – 2015 from World HRD Congress.