From recruiting, training to maintaining the time and data of
all the employees of the company, there are several aspects that employers must
address when it comes to human resources management. Well, it can become quite
a challenging task, particularly when the right tools and strategies are not
utilized.
According to the Pew Research Center report, there are about 68%
of American adults who have a smartphone. Of them, around 41% have utilized
their smartphone to scan for work. This means that the number of 'smartphone
job seekers' is growing rapidly. So, how about evolving your human resources
system with the addition of a mobile Technologies
Recruitment companies normally have a website but things shift
daily. Often, a website cannot keep up with the turnover of busy jobs and the
addition of new jobs. It is also essential to attract new candidates to your
company, as well as jobs for them. Many Mobile app development companies contributing
their services across various sectors
A mobile application can intellectualize almost everything
relevant to human resources work. As you all know, the basic but most important
role of HR is to hire personnel for your company. Now, this is not a one-time
process and will happen as the need arises. And, in fact, it takes a lot of
effort to find the top candidate.
Well, suppose you could find a proper candidate after some
screening tests. But, what happens if he/she did not show up? He has turned to
the first step: search, organize an interview, make a selection and recruit.
Today's candidates require something more. Most applicants have
the following things in common:
- They feel happy with the technology
- They use applications for other communications and expect most companies to have a mobile solution for them.
- They want to get alerts and notifications wherever they are, but discreetly, since they could still be in another job.
1. Human resources mobile applications
Hr applications help put data within reach of employees, but
what does that really mean? This is an example: the mobile application of ADP
already has more than two million downloads and less than two percent of
customers must opt not to participate in the service. The ADP application
allows employees to access data like payment information at any time and
anywhere.
This type of connectivity 24/7/365 is necessary for a generation
of connected professionals (or, more precisely, wireless). To take this example
a little further, let's see what else employees can do with the ADP application:
See the payroll statements.
Entry and exit clock.
Send messages if they are delayed or will be absent.
Request free time
Track your schedules.
Review the advantages, savings accounts and expense accounts.
Formulate or review time sheets.
2. Big Data
The two key underlying features for each function or task are to
assure compliance and avoid risk. After all these years, technology has
transformed the monotony through the Human Resources platform. One of these
technological trends is Big Data, which enables HR professionals to communicate
with target audience groups and communicate well with potential clients.
In addition, when Big Data is combined with other technologies,
it can give insight and support professionals to make decisions like never
before. It also provides a fact-based view of the current workforce and
supports them to identify emerging trends.
3. Social Media
it has become a fundamental practice for each organization to
have a presence in social networks for marketing or for the responsibility of
corporate human resources. In any organization, Human Resources is the function
that deals with all matters associated with employees, such as payroll, hiring,
employee commitment, learning, and skills development, the work environment,
etc. It is also the duty of the Human Resources function to inform and generate
conversations about various Human Resources. practices such as talent
acquisition, leadership, communication with employees, as well as attracting
future employees. Social networks as a medium help them do just that.
Through social networks, communications have changed both
internally and externally in organizations. There is a need to build an
attractive bidirectional dialogue between the company and the employees. Human
resources use social networks to create this dialogue. As we know, the foremost
task of any human resources personnel goes beyond filling the Excel sheets with
the details of the employee. The main work lies in understanding the pulse of
the employees: what works for them and what does not? With this tool, all
employees can join, collaborate and react in a public forum in the presence of
Human Resources. These online discussions around an organization are very
essential to build the image of a company as an employer of choice. This makes
social networks a sufficient tool for brand creation and corporate
responsibility.
4. Wearable Devices
It is expected that the market for wearable devices for the
company will reach 18 Billion in 2019, visibly affecting the human resources
department. While tracing workplace
wellness through wearables is most likely the easiest and most straightforward
use, applications can vary. Stress management and monitoring can become the
standard, especially in environments where it affects retention. But moving
besides health, wearable devices are also improving other areas of productivity
and employee management.
Conclusion
These developments in technologies enable organizations to
redesign workplace experience, enhancing employee experience and, therefore,
retention and participation rates.
The future of any human resources organization is correlated to
technological development and, at the same time, it offers opportunities for
industry to adopt new developments for providing better services.
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