Leveraging Technological Innovation For Organisational Excellence

Engineering & HR-Leverage one for the other: "Technology and HR are enablers of business. Integration of the two would mean not only harmonious co-existence but also leveraging one for the other. Leveraging of technological know-how for HR would mean digitizing the mundane HR activities and automating the back office and transactional activities related to recruitment, performance management, career planning, and succession planning, training and knowledge management. Leveraging HR for technological innovation implies managing change associated with technological innovation by way of communication, www.bestspyphone.com/blog/ training, hiring, retraining, stakeholder analysis and conscious keeping. Thus they can play complementary roles."

Technological innovation and HR both have one thing common i.e., both these are enablers of business.

In recent times, know-how has become synonymous with information technological innovation, as hardly any other technological development of the past would have impacted all spectrum of business as information know-how has impacted. Irrespective of the kind of business you are in i.e., services or goods, commodity or branded, trading or manufacturing, contemporary or traditional deployment of information technologies in one form or the other is a foregone conclusion. To manage and deploy technological know-how in an effective way, all business Organizations would need knowledge workers. Managing of these knowledge workers is the responsibility of HR function. Hence the integration of technology and HR is an absolute must.

Having understood technological innovation and HR in the present context we must understand integration in this context. Integration would not only mean harmonious co-existing but would also mean one enhancing and complementing the other i.e., know-how is used to enhance effectiveness of HR and HR functions helps in adopting and managing change which technological know-how deployment brings in.

Leveraging engineering for HR

HR management as a function is responsible for deliverables like business strategy execution, administrative efficiency, employee contribution and capacity for change. All these are accomplished through what HR people do i.e., staffing, development, compensation, benefits, communicate organization design, high performing teams and so on. In majority of these areas technology is being deployed.

e-Recruitment

Recruitment is one area where all the companies worth their name leverage IT. There are two different models of e-recruitment, which are in vogue. One is recruitment through company's own sites and the other is hosting your requirement on the other sites e.g., monster .com, jobsdb.com, jobsahead.com, naukri.com, and jobstreet.com and so on so forth. The first models is more popular with the larger companies who have a brand pull for potential employees e.g., G.E., IBM, Oracle, Microsoft, HCL, ICICI, Reliance, Mindtree consulting etc. Other companies prefer to go to the job sites. Some are adopting both.