Here in India, organisation s are looking for intelligent recruitment applications that can streamline and make the recruitment process faster and efficient. For example, recruitment technology has made the process of filtering from thousands of applications and selecting relevant candidates considerably more efficient. Technology service providers are devising applications that cut across the complete lifecycle of hiring, from recruitment to onboarding.
Traditional HR technology architectures in most organisation s have administrative processing and management information processing components. Organisation s are now asking to gain insights from the information generated from these systems through dashboards and analytics.
The trend is driven by the need for businesses to create a decision-support environment where an HR manager is capable of analysing the data from other systems and HR data sources to make the right decisions. The need for data analytics is driven by the fact that HR metrics are now compared against other business-facing metrics such as organisation al development, financial data, and production information. Technology service providers are, therefore, building human resource management applications capable of managing this level of analysis.
Analytics and big data management plays a crucial role in managing huge amounts of data, especially in large-sized companies. Accordingly, companies are looking to gain intelligent insights about talent market and customer market trends by integrating their HR information systems with social media. For example, in the area of recruitment, it has become common practice for companies to integrate their recruitment strategy with social media tools such as LinkedIn.
Social and mobile technology trends are being driven by external customers, the talent pool, and business stakeholders. In terms of organisation al demands, companies with smaller HR budgets typically choose cloud-based technologies while companies with larger budgets prefer on-premise implementations. Whatever is the basis for selecting a technology, the most important aspect while choosing a technology service is whether the provider has a product roadmap.
Progressive technology services providers are responding to these trends by developing products and services that encompass three dimensions of HR technology— administrative HR, strategic HR, and business intelligence. Administrative HR systems include payroll, leave and attendance, compensation, and benefits management. Strategic HR systems support several HR processes such as training and development, performance, talent and competency management. While selecting a technology service, a company should look out for service provider that has a focus on constantly evolving HR functions and has capability to bring new features relevant to modern organisation s.
Sampath Jayasundara is Director and General Manager, hSenid Business Solutions