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How Technology is Changing Human Resource Management

image_10Technology is changing every sector of the economy at a rapid pace. One of the biggest changes is in the way that information is shared. When human resources managers are seeking to recruit staff members, post jobs or keep track of applicants, technology is interwoven throughout every process. Consider these three ways in which technology is changing the way that your organization finds, evaluates and trains new people to work in your organization.

Recruiting Through Social Media

More than 92 percent of human resources officers report that they use social media as a recruitment tool [1]. Most adults actively participate in at least one social media network. Human resources teams can post job openings through a variety of methods on social media. They can use a person’s university affiliation, experience, likes and interests on social media as recruitment techniques. Social media also allows for the implementation of viral recruiting techniques. For example, if your company has dozens or hundreds of seasonal jobs to fill, shares and retweets on social media are fast ways to recruit the staff you need.

Digital Job Postings and Applications

Long gone are the days when you had to fax a job advertisement to the newspaper, wait for them to print it and then wait for applications to come in through snail mail. You can now use technology to almost instantaneously deliver job postings to dozens of recruitment websites, university posting services, professional networks and social media outlets. Applicants do not have to carefully print their applications. They can deliver them to you through your platform or send them electronically through email, allowing you to get responses within minutes of posting an opening.

Information Storage and Retrieval

When your recruitment strategies on social media are successful, you could end up with hundreds of applications. Technology facilitates the storage and retrieval of all of this information. When you have another, similar job opening, you can refer to your database and see which qualified applicants might fit the bill. Cloud computing makes it easy and cost-effective to store a great deal of digital information for recruiting.

[1] http://www.gethppy.com/hrtrends/technology-changing-human-resource-management

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Using Rewards & Recognition to Shape a Successful Company Culture

image_09When employees come to work on time every day, stay until the work is completed and do the job well, they deserve more than just a paycheck. Recognizing an employee’s contributions to the workplace plays a considerable role in retaining the best members of your staff. The cost of losing an employee is about one to two times his or her annual salary [1]. Consider these ways in which retaining employees through recognition and rewards is good for your bottom line and your corporate culture.

Motivation

Earning a reward, even something as simple as an “Employee of the Month” mug or a sticker for the employee’s ID card, motivates that person to continue performing at a high standard. When an employee is given a reward that is tangible and visible, other members of your workplace will see the reward. These awards could be given out monthly, quarterly or annually. This regular issuing of rewards could motivate additional members of your staff to up their performance levels in hopes of earning their own recognition.

Acknowledgement

While a private “good job” on an employee evaluation is helpful, sometimes a public acknowledgement of exemplary work is even more important and empowering to your employees. You do not have to go overboard or make a big deal, which could cause workplace resentment, but it is important to make a public acknowledgement about the contributions of employees when they go above and beyond your expectations. A moment at a monthly staff meeting for acknowledging and recognizing superior performance shows your staff that their work has not gone unnoticed.

Retention

Employees who are rewarded and recognized for their work are likely to remain in your organization. These people may become known in your workplace culture as rock stars and the go-to person for expertise and advice. Even if these well-recognized people do not become executives, they will continue to be a source of pride and inspiration for your corporation. Employees who feel valued and excited to come into work each day, anticipating recognition for their efforts, will stay at your organization for the long term.

 

[1] http://www.cio.com/article/2868419/careers-staffing/how-to-improve-employee-retention.html