Organizations sought HR Technology to make processes more efficient, reduce time and manual effort and get more time to work on people related metrics. Though the basic need of HR Technology has not changed, companies are now seeking a layer of value additions to the existing line of HR tech products like social enablement of HRIS platforms, value-added payroll technology and advanced business analytics.

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3. HR tech is a crowded space and new
innovations are happening at the
speed of light. From among all other
HR services in the country, the tech
landscape is the most mature and
Indian service providers are
spearheading many disruptive
changes in the global HR tech market.
One cannot deny that the underlying
need from HR technology hasn’t
changed— organizations seek HR
technology to make processes more
efficient, reduce time and manual
effort, and gain access
to more in-depth information about
people and people-metrics.
In this crowded space, competition
continues to be steep and the
landscape of products and services
change characteristically within
a few months.
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How prompt a company is in adapting to technology often depends
on the generation that is leading the change process in the
organization. Processes that are led by younger generation are
more tuned to adopting systems based approach to management.
Older generation tend to rely more on human analysis, people
perspective etc.
While we cannot ignore the human perspective, the fact is that the
size of data for analysis is constantly growing. Organizations need
to adopt sophisticated platforms to enable quicker analysis and
accurate decision making.
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Some key drivers in the HR technology space have been HRMS,
assessment, survey and training technologies. Though many
service providers are likely to give similar solutions for
assessments or surveys, in assessment space, every player has
their own set of USPs.
When it comes to assessment technologies, probably the only
deterrent in this sector is the funds or the lack of it. Though the
industry is very nascent, we have weathered a couple of economic
downturns in the last four to five years. The moment a recession
hits, funds are withdrawn from HR as it is mostly seen as a support
function.
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Enterprises understand the benefits of HR automation. Here are
main benefits that an enterprise can achieve by automating its HR
processes:
1. It allows them to liberate HR professionals for tasks that have
direct impact on quantifiable business objectives.
2. Increase in productivity and profit as it is a cost-effective way of
speeding up work.
3. Precision and accuracy is a given, as automation reduces the
chances of human error by manual entering of data.
4. Accessing previous and bulk information is much easier as it
promises data security. This can be achieved by having a backup
of the entire data.
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The key qualifying criteria that an enterprise must look before signing
up for HRIS are:
1. The product should meet the customers’ basic expectation and the
service provider should be willing to make required modifications in
their upcoming release
2. Stringent security measures, security controls; in-built tools for
reporting access violations, audit tracks of changes to data, and
strong password policies is something that should be paid attention
to. 3. The product should offer integration with most popular data
formats. Integration requirements
4. There should be clarity about data download capabilities, data
backup, and data migration policy of the vendor from the very
beginning.
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Effective use of HRMS and payroll software delivers three pronged
results: It improves results, increases efficiency and lowers costs.
Demand for such products have increased over time as such software
have helped companies to effectively deal with manpower projection
to training management, attendance management, leave
management to employee exit management and reduce the manual
workload of administrative activities.
Companies who want to follow the growth path will have to implement
these sooner or later, so the question isn’t whether HR technology will
be accepted. The question is why should companies do it sooner
rather than later.
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9. For Further Information
Kindly Contact
+91 (124) 4148102
info@peoplematters.in
www.peoplematters.in
Connect with us on
HR Technology & Workforce Analytics
November 2013
Subscriber Now!

10. For Further Information
Kindly Contact
+91 (124) 4148102
info@peoplematters.in
www.peoplematters.in
Connect with us on
HR Technology & Workforce Analytics
November 2013
Subscriber Now!