Every enterprise, by definition, strives towards maximizing profits, by offering superior products and services. Of course, the key factor in driving these objectives is its workforce. For every organization, a workforce that is akin to a powerful, strong, gritty, and high bred horse, is fully capable of winning a race. What the horse requires is an effective jockey who will steer it through the chaos and lead it to glory. The task of successfully conducting this role of a jockey in an organisation falls on the shoulders of the HR management team.
The primary ask from an organisation’s HR function is to boost performance via efficient management of their human resources. Of course, this is easier said than done. Competitive job markets, coupled with a continually evolving set of challenges, culminate to form a challenge that can be hard to overcome without some fundamental optimizations in approach.
Starting at the basics – it’s important to understand the need for optimization in the first place. HR professionals are involved right from the recruitment stage, throughout the talent management phase, until the time their teams choose to disengage, whatsoever the reason.
With technology evolving at exponential rates, the answer does lie in leveraging it to have an edge. This is, now more than ever, an age of artificial intelligence (AI). Having found a place in all kinds of industries, AI is now well deployed in HR management tools and platforms as well, often as a critical accessory. With advanced AI tools assisting in candidate selection, profiling, and more, to high tech HR administration, these guys are surely upping the standards of HR functionality. Here’s a deeper dive into some essentials for the discerning HR professional.
Modernize Your Recruitment Process:
The task of going through a plethora of resumes and conducting a rigorous selection process is not only inefficient but also archaic. It’s an expensive business, consuming many hours while offering no significant assurance of a truly optimal result. According to Glass door, the average time-to-hire is 22.9 days. An estimated 14 hours are lost every week on manual tasks.
Deploying technology to tackle this challenge is not a novel idea. 75% of recruiters already rely on applicant tracking software in their hiring process, with near-perfect satisfaction rates of 94%. We’re on the cusp of a new paradigm shift. However, with increasingly effective AI-integration in HR management tools. Early adopter organisations will be on the receiving end of significant value from intelligent candidate profile, lower costs, effective resume harvesting and even quicker hiring times.
Tools like Oorwin, part of the specialized, but rapidly expanding, corporate recruiting software expected to touch $3 billion by 2025, deliver easy recruitment solutions by relying on pioneering AI systems. Resumes can be scanned from everywhere to find compatible candidates shortlisted quickly and precisely. Throw in automated emails, job board integrations, forecasting using reports and analytics – you’re looking at significant amounts of time freed for the more critical and human intelligence-dependent tasks.
Adoption of Smart Tools:
Imagine revisiting your monthly employee work distribution data and uncovering that a significant number of cumulative office hours of your workforce going in vain. The pain of not only falling short on your monthly target but also wastage of your employees working hours is terrible.
An effective way to combat this is to keep a track on your employee utilization and management of their assignments. Some tools assist you to access your employees and assign them their jobs as conveniently as possible. It brings your workforce under a broader umbrella where communication between your managers and employees is automated and time reducing. Along with this, the concept of time sheets of your employee’s time utilization helps your HR management platform in better supervision of the workforce.
Some may argue that the layoff process is almost as challenging as hiring itself. First, from the human perspective, there’s no denying that layoffs are difficult. They are hard on all parties involved. But from a cold, organizational standpoint too, the planning and execution are no small tasks. In order to optimize strategic layoffs, we first need to gain clarity on the fundamentals. Are they required at all? How far off should you be anticipating the need? How can the execution be managed best?
Custom workflows that can tailor your hire-to-retire process can be significantly useful amidst all these requirements. With the right data and insight, a layoff could potentially be turned into retraining and skill enhancement exercises.
Consider AT&T as an example. In 2013, AT&T management determined that nearly half of its 240,000 workforces was in a role that would lose relevance by the early 2020s. In contrast to engaging in mass layoffs, the company decided to retrain all 100,000 workers by the end of 2020. It’s a move that made a lot of sense, given that the cost of replacing a worker is 2.5 months of their salary.
Strategising With Respect To Long Term Goals:
A recipe for potential disaster often comprises impulsive decisions taken keeping in view exclusively short term objectives. The HR function must be equally strategic and transnational if it seeks to ensure the path on which the workforce strides in the best interest of the organisation. Building a more accessible organisation with room for effective communication, learning opportunities, and access to critical data and insights are essential in this context.
The HR’s mandate is to ensure a harmonious environment for the workforce to deliver in and with effective communication and accessibility prevalent throughout all segments of the organization. An organization can climb through the stairs of success or take a leap of faith only when it’s HR management platform is highly effective. With new end technologies available, the organization can increment their working based on them. By applying easy and effective products from companies like Oorwin, the vision which a company sees can be materialized