Leveraging Technology for Organisational Excellence

Technology & HR-Leverage one for that other: “Technology and HR are enablers of economic. Integration of these two means not just harmonious co-existence but additionally leveraging one for that other. Leveraging of technology for HR means digitizing the mundane HR activities and automating the rear office and transactional activities associated with recruitment, performance management, career planning, and succession planning, training and understanding management. Leveraging HR for technology implies managing change connected with technology by means of communication, training, hiring, retraining, stakeholder analysis and conscious keeping. Thus they are able to play complementary roles.”

Technology and HR have one factor common i.e., these two are enablers of economic.

In recent occasions, technologies have become symbolic of it, as few others technological development of history might have impacted all spectrum of economic as computer systems impacted. Regardless of the type of business you’re in i.e., services or goods, commodity or branded, buying and selling or manufacturing, contemporary or traditional deployment of knowledge technology in a single form or another is really a formality. To handle and deploy technology in an ideal way, all business Organizations would want understanding workers. Managing of those understanding workers is down to HR function. Therefore, the integration of technology and HR is mandatory.

Getting understood technology and HR in our context we have to understand integration within this context. Integration wouldn’t only mean harmonious co-existing but would also mean one enhancing and complementing another i.e., technologies are accustomed to enhance effectiveness of HR and HR functions works well for adopting and managing change which technology deployment earns.

Leveraging technology for HR

HR management like a function accounts for deliverables like business strategy execution, administrative efficiency, worker contribution and convenience of change. These types of accomplished through what HR people will i.e., staffing, development, compensation, benefits, communicate organization design, high performing teams and so forth. In most of these areas technologies are being deployed.


Recruitment is something where all of the companies worth their name leverage IT. There’s two different types of e-recruitment, that are fashionable. The first is recruitment through company’s own sites and yet another is hosting your requirement alternatively sites e.g., monster .com, jobsdb.com, jobsahead.com, naukri.com, and jobstreet.com and so forth so on. The very first models is much more well-liked by the bigger companies who’ve a brandname pull for potential employees e.g., G.E., IBM, Oracle, Microsoft, HCL, ICICI, Reliance, Mindtree talking to etc. Others prefer to visit the task sites. Many are adopting both.

E-recruitment went a lengthy way since its start. Now these websites go global. Sites like jobsahead.com and monster.com established global network, which encompasses separate sites for jobs around australia, Denmark, Belgium, and Canada etc. People looking for work can search job by region or country and employers target potential employees in specific countries. For instance, 3 Com lately published a business profile around the Ireland site that highlights the contributions of three com’s Irish design team in the global projects.

About David Watson

Alan Watson: Alan, with his experience as a health journalist, provides informative and accessible blog posts on the latest medical research and public health news. His expertise and knack for simplifying complex medical topics make his blog a trusted resource for health-conscious readers.
View all posts by David Watson →