The current changes in technology are affecting businesses in more ways than we can count, from globalisation and organisational adjustments to having a workforce that near demand for remote and mobile job opportunities. If HR wants to be able to keep up and continue to help businesses anticipate and manage organisational change, they must have technology at its base. 

The Human Resources department is known for being a frenzy of activity, but with technology, the department now has tools that help reduce administrative tasks so that they can focus on issues that require more hands-on attention. 

The evolution of recruitment 

In the past, the recruitment process involved calling, meeting in person or a letter. However, in the 21st Century, companies post job openings online and this requires people to apply through an online tracking system. This saves HR from having to deal with paper CVs or personal calls. 

Online forms sometimes have the capability to generalise CVs, so companies may not be able to tell the difference between a fully qualified person and a recent graduate but using a system like the HCM software (Human Capital Management) can improve this process greatly. 

Ease of Communication 

It is now easier than ever for HR staff members to stay in touch with the rest of the company. New schedules, emails and even conversations can be shared with multiple people at once. It is a huge time-saver and means that staff can work on multiple things at once. 

Data Analysis 

Analysing employee performance used to depend on personal assessments, but technology has made this a lot easier now. 

By using a system like HCM, companies can now manage people, policies and procedures. HCM includes every element of HRIS (Human Resource Information System) but also offers talent management and global capabilities such as multi-lingual, multi-currency, country specific formatting and possibly localisation.  

Performance Management is More Accurate 

Performance management is a huge function of HR because it monitors performance, collects supervisory feedback and manages the process of regular employee reviews. This used to be a time-consuming process involving a lot of paper, but technology has streamlined the process and eliminated a lot of unnecessary steps while opening up a feedback loop. 

As spoken about above, there are a lot of software programs designed to evaluate performance using key performance indicators i.e. HCM, HRIS or HRMS. 

HCM is a program that is utilised to help HR professionals maximise their efforts when it comes to pinpointing particular areas where an employee needs improvement, and it puts the right systems in place to offer additional training as needed. With the integration of technology and learning, improvement is an ongoing process. This makes it more expeditious for the HR professionals managing the performance management process. 

Cost Effective 

A lot of businesses assume that having a software like HCM will be extremely expensive however that is not true at all. A lot of the software’s have financing programs and monthly memberships that can work with even small start-up businesses. The use of these software’s saves companies man hours and a lot of manual mistakes. 

Better use of time 

Everybody knows that HR staff members need more time than they can get and using a system like HCM can help with this problem. It helps to maximise time and saves the department from having to constantly input data by hand, make phone calls and manually vet candidates. 

By using a software like HCM, the HR department will now have more time to do important things like handle legal issues and enforce company policies.