Information technology has undoubtedly revolutionized the systems through which human resources operate. Advancements in artificial intelligence, as well as progress in both hardware and software have paved the way for more convenient and fewer time-consuming programs and processes. This sense of efficiency has been made possible through different innovations that the HR industry has been using in current times, and that which hold promise for future use upon development.
One commonly known process in HR is the recruitment or talent acquisition process. This process essentially entails publicizing job postings, shortlisting qualified candidates, interviews, and all other preliminary tasks prior to the employees’ onboarding process – a process seemingly tedious and taxing considering the number of job seekers that apply for companies annually. Fortunately, job portals have been helping both these job seekers and the companies offering these jobs to have a more convenient time in application, given a relatively more speedy process. Moreover, it is to note that these job portals do not only provide recruitment avenues that help job seekers upload their resumes in one click, but they also enumerate the possible job offerings related to the profile of the job seekers via carefully constructed algorithms. Simply put, AI has made job searching and recruitment more efficient through its accessibility and capacity to calibrate searches to help find the best jobs for seekers. Altogether, these low-cost, reliable, and user-friendly portals have eased the entire recruitment process. Apart from its role in revolutionizing recruitment strategies, technology has also become of useful assistance to decision-making strategies for HR departments. Such is through its provision of different data collection and analysis tools that reduce the amount of paperwork and handwritten documents to fill up, and also lessen the chances of having errors in documents. The automation of this preliminary process to decision-making has made HR departments have performance management analyses reports handed onto them by advanced technologies. In sum, the abundance of data collection and analysis tools have collectively contributed to the more speedy process of managing talents within a company, effectively assisting in HR’s decision-making processes. Lastly, an apparent role of technology in HR practices is its ability to allow people to communicate. It is no question that the HR department is tasked with coordinating with different individuals and departments, making communication an integral part of the job as a whole. In the pandemic, these communication tools and avenues have become even more relevant and important, fortunately supported by different technologies and platforms such as Zoom and Google Meet.
In summary, it has been evident that technology has helped HR in its processes through the advancement of information technology. Although these improvements may seem commonplace, it is imperative that their essence in the industry is remembered. Without digitized job portals, job postings would be more difficult to publicize, possibly leading to fewer applicants; without the advancement of data collection tools, paperwork would continue to be heavy and primarily handwritten, and thus, draining; and without these modes of communication, coordination among employees would be difficult, especially given the constraints of the lockdown. Indeed, technology has increased the overall efficiency of HR, and its contribution to the industry is one that must not be overlooked.