17 Types of HR Technology Organisations Must Have by 2020

By Published February 15, 2017
HR Technology

There are more than 70 distinct types of HR technology altogether. In this blog, we tried to highlight 17 essential types of HR software. These HR tech categorised under Talent Management Technology and Core HR Technology.

Let’s get started.

HR Technology

Talent Management Technology

The modern day Talent Management function is liable for employees, from hiring to disposition. Talent Management is dedicated on the match between workforce and actual work. Alternatively, Core HR Tech focuses on administrative specifics including inventory management, etc.

It comprises following must-have tools.

  1. Talent Acquisition

It includes the tools required to source, recruit and onboard a new employee.

  1. Sourcing

Sourcing in other words termed as “recruitment marketing,” which is the discovery of potential talent. As compared to any other segment of HR technology in this area grows faster. It further entails 30+ discrete functions range from database tools to email campaigns to job postings.

  1. Applicant Tracking System (ATS)

ATS is the core of the recruitment operation. It typically comprises the elements of hiring and searchable resume database. A decent applicant tracking system ends up being an instrument for tracking governing compliances on hiring issues.

  1. Pre-Hire Screening and Assessment

Reference checks, personality tests, polygraphs, background checks and drug testing all have levels of data flows and automation. Pre-hire processes broadly subjected to level, region and industry of employment. Depending upon the software data can be kept either in ATS or HRIS.

  1. Onboarding

The onboarding technology is primarily used for the allocation of passwords and software and to standardise the completion of regulatory forms. Occasionally, it is used to alleviate the new employee’s move to productivity.

  1. Learning and Development (L&M)

The Learning Management System (LMS) is typically utilised by the L&D department to support the acquisition, design, development, delivery and record-keeping of the corporate training. The advent of HR technology made this dynamic part of HR and often serve as the largest function in HR department.

  1. Performance Management (PM)

The Performance Management tools not just used to assess the employee performance but also track goals. Many of large organisations replaced their traditional PM tools with modern software and executed on an annual cycle.

  1. Compensation

The compensation software is used to verify that company is offering competitive wages and adhering to its compensation philosophy. It also accommodates competency and job description libraries as well as market—based compensation studies.

  1. Succession Planning

The idea of using the succession planning technology is to comprehend and who the most promote leaders and what will happen in unforeseen environments. It manages and tracks the decisions related to management of replacements. It contains the executive succession plan and promotion plan.

  1. Workforce Planning

It is a continual process used to align the priorities and requirements of the organization with those of its Human Capital to warrant that it can meet its regulatory, service, legislative and organisational objectives. The Workforce planning software help to understand how to respond to future requirements related workforce development.

Core HR Technology

This category includes all the tools needed to do the basics.

  1. Human Resources Information System (HRIS)

HRIS serve as employee directory and is the central repository for employee information. Typically, the data is gathered in profiles that can include personal contact information and a skills inventory.

  1. Time and Attendance

Timekeeping, attendance and time clocks are the foundations of this zone, which habitually comprises scheduling.

  1. Payroll

In the payroll process, the sales compensation and executive bonuses are the leading complicators. The payroll technology is the combination of many bits of software combined. It takes in all the data and elements needed to make the payday happen.

  1. Employee Communications

The Employee Communications technology takes care of function like email campaigns, collaboration systems, engagement surveys, feedback loops and recognition software.

  1. Benefits Administration (BA)

When organisations decide to become self-insuring, the Benefits Admiration complexity grows. Therefore, implementation of BA software ease the process and make sure benefits are equitably and more efficiently distributed. Pension management falls under this category.

  1. Data & Analytics

To solve the array of data integration problems Data and Analytics toolkit typically installed in HR department. It helps to illuminate the performance of both the people and HR department in the organization. Moreover, data and analytics tools benefits extend beyond basic data integration.

  1. Workforce Management

The workforce management software is responsible for keeping track of time, allocation of people to shifts and vacation schedules.

These are 17 most important HR technology that organisations must have by 2020 not just to streamline their internal processes. Also, it will help to source and retain the best talent faster than the competition.

The blog is derived from the inputs of John Sumser (founder of HRExaminer Online Magazine) and is originally published on resources.careerbuilder.com.

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