Technology & HR-Leverage one for that other: “Technology and HR are enablers of economic. Integration of these two means not just harmonious co-existence but additionally leveraging one for that other. Leveraging of technology for HR means digitizing the mundane HR activities and automating the rear office and transactional activities associated with recruitment, performance management, career planning, and succession planning, training and understanding management. Leveraging HR for technology implies managing change connected with technology by means of communication, training, hiring, retraining, stakeholder analysis and conscious keeping. Thus they are able to play complementary roles.”

Technology and HR have one factor common i.e., these two are enablers of economic.

In recent occasions, technologies have become symbolic of it, as few others technological development of history might have impacted all spectrum of economic as computer systems impacted. Regardless of the type of business you’re in i.e., services or goods, commodity or branded, buying and selling or manufacturing, contemporary or traditional deployment of knowledge technology in a single form or another is really a formality. To handle and deploy technology in an ideal way, all business Organizations would want understanding workers. Managing of those understanding workers is down to HR function. Therefore, the integration of technology and HR is mandatory.

Getting understood technology and HR in our context we have to understand integration within this context. Integration wouldn’t only mean harmonious co-existing but would also mean one enhancing and complementing another i.e., technologies are accustomed to enhance effectiveness of HR and HR functions works well for adopting and managing change which technology deployment earns.

Leveraging technology for HR

HR management like a function accounts for deliverables like business strategy execution, administrative efficiency, worker contribution and convenience of change. These types of accomplished through what HR people will i.e., staffing, development, compensation, benefits, communicate organization design, high performing teams and so forth. In most of these areas technologies are being deployed.