Now a day, in the corporate world, HR not only does the supporting function, it

becomes more important in working capital and the management. In

technological views, HR is a collection of essential perspectives like aims,
needs, performance.

Technology is having a lot of impact on our life in different aspects. Previously

HR works on the file maintenance, paper piles consist of all the document of
employees along with the hiring the candidates, onboarding to reward policy
i.e. the employee life cycle and administrative and handling day to day
operations.

There is a lot of improvement in these tasks due to technology. So that the

efficiency and effectiveness of these tasks are gradually increasing and
becoming more strong which makes easy to focus on time and cost on the
major topics, which requires their observation. As a result, it would be more
strategic, proactive and more aligned to the requirements of daily operations in
the organization.

So due to technology, HR’s value is increasing and execute the results within
the short time period and HR practices maximize the benefits and minimize the
problems. There are lots of technologies which have affected the HR roles. In
my point of view, the major observable perspectives of technology to the HR
are: HRIS, HR Analytics, Cloud Computing, Automation of HR process.

HRIS: HRIS is an organized software system which is defined as collect, store

and analyzes information about the employees in an organization and it helps
to manage HR tasks in effective way which includes hiring, maintaining
documents, payroll processing, compensation, benefits, and development. So
the subsystem of HRIS includes administrations, time and attendance and
development.

Administrations consist of compensation and benefits, labor relation.

Time and attendance consists of payroll interface and development consists of
performance management which makes more accurate and helped in giving
rewards to the personnel.

HRIS also helped to create and maintain employee records, talent

management knowledge, HR planning and forecasting and enhance the levels
of employee satisfaction and loyalty towards the work and organization.

HR Analytics: HR Analytics is also known as People Analytics which

provides tools and methods for analyzing the data about the employees. It also
helps to survey the relationship between the various HR planning and
practices and the effect of employee productivity and HR metrices. It helps to
create better work environment and maximize the productivity. Hr Analytics
help HR department to enhance the HR processes like recruitment, talent
pool, improvement of work environment and workplace. As a result,
productivity will increase and it will create value.

Cloud Computing: The major concern on HR professionals is to make the

ability to bridge the gap between the HR department and other departments of
the organization. As in HR, there is a huge problem in communication; cloud
will have a profound effect on HR teams at the organization. Cloud computing
makes easy access to its information in the organization.

With the help of cloud computing, HR professionals engage themselves in

learning & development and all the data in the organization is centralized and
business centric. So that there will be clear understanding of all the business
functions. As it is centralized, all the data can be accessed from anywhere.
This can help for decision making and to enhance the recruitment strategies.

Automation of HR Process: HR is a complex domain and it has lots of

steps. To reduce the complexity in HR domain, the implementation of
technology is becoming more professionals. It helps to eliminate paper work,
time reduction to execute the many tasks and HR performance in efficient and
effective way. It focuses on machine learning which helps to screen resumes
easily and onboarding new employees. The development of technology can
improve the quality of work of an executive.