The Impact Of The Internet And New Technologies In Human Resources Management

Technological progress is going at a dizzying pace and has a universal reach that produces adaptive solutions on the part of organizations. New technologies change processes, make operations of various kinds easier and generate a transformation incompetences and Human Resources departments. Although technology is an element that is not directly linked to the human resources system, it has a profound influence on the management of these, especially for these reasons:

Inefficiencies are eliminated.

Duplicate jobs are warned and discarded.

Everything that does not add value is dispensed with.

Services are outsourced if it comes out more profitable.

When talking about human resources technology, it is based on different points of view:

The computer applications linked to the integrated management of people, with different software of current validity within the market, which offer results that encompass multiple processes, such as the selection of personnel, hiring, training, and training, job analysis and description, security, benefit plans … (Meta4, Peoplesoft, SAP, Oracle, etc.).

 

The significant advance of telecommunications and the transmission of information, creating new labor relations at a distance and significantly reducing personal contact. It is progress that has allowed for no delays, practically no errors and the number of offices to decrease.

Robotics, developing constant and progressive changes in production processes, transforming the profile of occupations and reducing the employment rate.

The purpose of the functions of the Human Resources department in this section is to be responsible for facilitating the talent and added value that human capital brings to the institution. For this, it is necessary that most departments redefine their functions and incorporate other elements, such as the automation of workflows, the Internet network, the implementation of shared services by employees and managers, intranet, etc.

The implementation of information technologies in a company is not always a sign of improvement. The fundamental thing is to have a defined, quantifiable and visible objective regarding decision-making (in what to invest, how and how much).

Management Of The Human Captain

Apart from the process of recruitment and selection of personnel for jobs, the latest technologies also streamline the management of staff and career or career of employees. On the one hand, e-learning allows newly incorporated employees to join and integrate quickly and economically with the company. On the other hand, programs have appeared that make it easier for large corporations to monitor and analyze the progress of all personnel continuously; a process of great economic cost when done manually, given the enormous amount of data that is being shuffled.

Once the competencies of all employees have been determined, it is convenient to start up the corresponding training plan. This is developed in an individualized manner, an issue that is categorically attended by new educational concepts such as e-learning: free software platforms for training and training employees through the Internet. This kind of virtual learning enables users’ interactions with the material, through the use of a series of computer tools.

Another issue that worries companies is the flight of knowledge that, inevitably, involves the rotation of human personnel. To do this, it is very efficient to create management records of the instruction and skills, that is, the storage of all the information that employees have. Regarding resource management, the human capital management department can rely on new computer applications to create payrolls, assign personalized rewards, etc.

New technologies have created new ways of relating to employees, known as B2E (Business to Employee or, which is the same, from company to employee). One of the most essential tools is the Portal of the Company, which is an internal website (intranet) for workers, which contains all the data and mechanisms necessary for the proper performance of each of the tasks within the company. This system seeks to recognize the lowest links of workers their value within the company, encouraging the involvement of employees when making decisions, and providing vital elements of the organizational structure of the company. In this sense, bi-univocal mentoring has also emerged; not only the most veteran train the most innovative but the new additions bring their knowledge about technological developments to veteran employees.

A part of this series of applications, which has many advantages, is the Employee Portal, where the same workers can collect information and share it with the Human Resources department, such as aspects related to the work calendar, entry time and of departure, days off, justifications, among many other data. In this way, appropriate monitoring is ensured by both parties of the recruiting firm, which benefits from streamlining the processes of information introduction, problem solving, supervision, and validation. Ultimately, this kind of solutions, regarding access control, calendar, schedules and other data from the employee portal is a practical and strategic investment in what concerns the proper management of human resources.

The Administration, The Companies, And The New Human Resources Systems

When looking for appropriate technological solutions, corporate firms try to increase the capital of the company towards an optimal return on investment. Aspects such as functionality, flexibility in solutions or the possibility of increasing employee productivity are the most sought after. We try to find multi-platform solutions that flow over any database, with the aim of solving general problems regarding the company’s human resources. Likewise, the government agencies that are responsible for processing affiliation documents (hiring, registration, and removals in the Social Security …) have also developed electronic administrative systems requiring, besides, that companies perform these procedures in the same way.

New Technologies Used

SAP

It includes a secure area that contains the so-called labor force processes (personal data, payroll, time management, benefits …). However, currently, its movement is aimed at more strategic areas for human resources: recruitment, training, training, performance evaluations, compensation and, ultimately, the retention of talent.

Meta4

It is a company that provides a complete tool whose primary objective is to promote the productivity of the company so that it perceives that investment in human resources is necessary. It covers solutions that range from improving the work environment to managing and retaining talent. Likewise, Meta4 has specific mechanisms to reward the loyalty of traditional customers.

PeopleSoft

The company that provides human resources solutions that make it possible to manage business processes, which range from entry into the employee template to retirement, based on Internet applications.

Cezanne

Fast, simple and low-cost software that has high functionality, based on the reduction of administrative procedures, the streamlining of people management and methods to involve workers more productively.

Intranet

As already mentioned, these are internal corporate networks that have potent tools that disseminate the information of the company to employees with full efficiency, ensuring that they are continuously informed about the news and the company’s data.

e-recruitment

The steady emergence of the Internet has led to the search of applicants through the network. The publication of job offers by recruiting companies is a way to multiply the number of job applications that are received, also offering a global reach. In this way, forms such as e-recruiting have emerged, which allow an automatic choice to be made according to predefined criteria. Undoubtedly, these applications have made it possible to receive, classify and choose applicants with clear benefits regarding cost and time.

Oracle

This solution provides tools to find, extract and study data related to human capital. The traditional functions of elimination and monitoring of documentation were added, progressively, other more advanced, such as the processing of skills. Among other products, this provider offers an application that allows analyzing the workforce, budgets, salaries, and hiring.

To conclude, it should be noted that for a company to prosper it has to draw up a plan that makes it possible to face volatility. Today, workers and managers not only positively recognize new technologies, but also demand them. Gradually, employees expect efficient, innovative and simple to use solutions. However, it is not just about selecting a specific technology and waiting, but it is also essential to know what to do with it, and to know what utility it will offer to the Human Resources department of any company.