Article: Centralization and Predictive Analysis: Neelam Malhotra

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Centralization and Predictive Analysis: Neelam Malhotra

Neelam Gill Malhotra, Vice President- HR, CSC India
Centralization and Predictive Analysis:  Neelam Malhotra

Human resource tasks can be easily classified into following two types:

1. Payroll management, providing health care benefits, handling the administrative and legal details associated with establishing and terminating employment contracts which is basically personnel management.

Now all these activities can be sorted under one umbrella using integrated technologies – HRMS and removing the ‘HR Silos’ environment

2. Aligning the workforce to deliver results in accordance to the business needs, matching right people with the right skill set, maximizing workforce productivity

In today’s context, the word ‘people management’ has replaced ‘talent management’ to convey the fact that these new HR systems are now doing much more than just talent management. Integrated workforce planning, on-boarding and transition management, employee self-service portals, social learning, collaboration, integrated career portals, employment branding, candidate application management, integrated sourcing, etc. are some of the commonly used applications for HR software.

In the past, there have been remarkable changes that the HR function has self initiated to bring about a motivational work culture. There are three important trends that would be sweeping through this year and would assist the HR managers in striking the balance that the industry needs after the hard times.

One of the trends in HR is metrics and data. Whether it is for talent acquisition or workforce planning, there is a need for accurate data to make better strategic decisions. For this need, there are two major trends in today’s marketplace: centralization and predictive analysis.

The value of social media in recruiting is immense. Not only does it provide a great way to engage with candidates on a platform where they feel comfortable, but it also provides a wealth of new data points to evaluate a candidate.

Companies are increasingly looking for ways to capture and most importantly engage with qualified candidates. Talent networks provide a tremendous way to build and cultivate these relationships and should see an evolution in 2012.

Integration with web for recruitment and e-learning programs have also helped HR managers in saving a lot of manual effort.

Personnel records frequently held in multiple locations and systems is passe. Many enterprises have developed HR applications on different levels with built-in access controls that serve the purpose of the HR organization without causing a problem to the existing system.

New technologies in the form of applications as well as concepts have evolved in a tremendous manner. There are three major verticals where constant evolution has been taking place, which has been of great assistance to the processes.

Centralized Recruiting Metrics that are Predictive
Recruiting Metrics
The data within any organization is vast and therefore, managing the quantity and also making it available on one central location requires intelligent solutions to be applied on data.

Predictive Analysis
Once the data is centralized, it is time for analysis. Again the manual trip is lessened and the analytics software come in for rescue, giving the most detailed and intelligent analysis.

Recruitment and Learning
Software based on Management Information Systems (MIS), Enterprise Resource Planning (ERP), etc., prove a good deal and cut a lot of manpower involved in recruitment. Using social media for recruitment is a trend these days. E-learning has revolutionized the whole professional up-skilling scenario.

Talent Networking
Using social profiles and targeted communication with candidates help in building a home turf database. Talent Network provides an opportunity to reach candidates multiple times. This helps in driving recruiting actions to conversion into applicants.

Technology can be “on premise” or “outsourced” and now, SaaS (Software as a Service) is the new trend.

SaaS, sometimes referred to as "on-demand software", has become a common delivery model for most business applications, including accounting, collaboration, customer relationship management (CRM), management information systems (MIS), enterprise resource planning (ERP), invoicing, human resource management (HRM), content management (CM) and service desk management. It is becoming widely accepted for human resources and we expect it to outpace purchases of on-premise HR software in the coming years. The entire HRMS is being re-invented after the introduction of SaaS.

The future seems bright for more technological advancement in the HR domain and as a result, HR is becoming more important and a strategic arm of the whole enterprise.


 

Topics: Technology, Strategic HR, Performance Management

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