HR digitization: Unleash the conventional structure through technology

Technology has brought revolutionary changes in the world throughout the last couple of decades. The increasingly digital world is fusing with our material reality too fast, impacting every aspect of our lives, prominent industries, businesses across all niches, and many more.

During a recent study, two-thirds of global business leaders expressed concerns that their companies would no longer be competitive if they didn’t digitize.

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However, the demand for digitization is noteworthy in HR, where everything changes pretty much faster than a conventional structure. Digitization has notably altered the job of an HR manager, and the role ultimately needs to be much more adaptive to the changes as well.

Moreover, digitization has caused many deviations from the traditional role of HRM in an organization, connecting HR officers to talent from other parts of the world.

Thus, it opened doors to newly adapted opportunities, increased speed, and undoubtedly impacted two areas of HRM, including- ‘recruitment’ and ‘management’ as well.

Impact on recruitment:

Conventional recruitment processes required job seekers to shuffle through newspapers to find suitable jobs. For recruiters, it meant sorting through piles of applications to find the right candidate.

But these days, maximum candidates have been using online job boards and professional social networks to look for new career opportunities, providing recruiters with the visibility, accessibility, and information they need to target suitable candidates.

Recruiters and companies use digital resources and tools as much as the job seekers, as demonstrated by the fact that at least 20 million companies are listed on professional networking websites, and maximum recruiters use such platforms regularly.

Moreover, HR departments also invest in advanced application tracking systems that help make their jobs more manageable. And it has become a great way to conduct the first round of interviews online via video conferences.

Impact on Management:

It is truly essential to understand that hiring and firing are not the only functions of the HRD. They are also concerned with employee management –performance analysis, dealing with their grievances, ensuring productivity, and taking care of needs, among other things.

The management team requires handy apps and software for multi-tasking, and thus companies have a whole list of HR software to increase efficiency.

The study says that a maximum number of enterprises have a way around those challenges as they are already using Cloud services and infrastructure to carry out most of their processes, making remote work and HRM easier than ever thought possible.

Cloud technology has allowed companies to integrate various systems to create a unique platform where employees can focus on a task at a time.

These new technologies not only make employee management more convenient but also facilitate learning in the workplace. Additionally, using them for the research of candidates is crucial as well.

Hiring and managing people has become convenient, and emerging tech trends help to ensure growth hack.

HR department can’t deny the scopes and opportunities of digitization right away.

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Ashik Ul Haque is a journalist, digital entrepreneur, IT analyst, e-Business strategist, author, and researcher. He pursued a master's degree in Information and Communication Technology (ICT) from the Islamic University, Kushtia, Bangladesh. He is the founder and CEO of VirtuStaffs, a leading IT/ITES service provider. Besides professional attachment, he loves traveling, volunteering, research, and social networking.
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