When it comes to HR and Human Capital Management (HCM), there are two certainties: the first is that these are two of the faster growing areas of business development, the second is that these are both heavily influenced by technology.
Technology has revolutionised Human Resources management – and this is not an exaggeration.
It is an accepted fact that if strategically placed, the right ICT solutions leads to improved productivity and communication.
And we also know that organisations are leaning towards tools that enable manual processes and use alternative methods of communicating with employees (mobile, tablets and the Web).
Employees become more engaged and proved to be assets within the business and this filters through to the role of the HR practitioner, who can leverage real time information to make better business decisions.
This is the ethos behind the 21st century HR practitioner – one who is fully aware of technology, who embraces the latest innovations to enhance processes and procedures to add consistent value.
Being more strategic is one thing, but organisations are often influenced in their procurement decisions to purchase solutions bigger than their requirements and, as a result, fail to achieve ROI.
Also if tech is too complicated, it generally follows that employees will revert to manual processes.
The reality is that HR practitioners should be willing to adopt technology (the right fit tech) and ensure they deliver value using the tech.