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HR technology greatest concern: Which tools to use?

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Muizz | 16 Nov 2015, 07:38 PM Agree 1
Technology has provided HR with so many tools to enhance their capabilities in HR role. However which one is best to use? With not having enough resources (tight budget), HR did not have the chance to try all the tools available. Moreover with lack of analytical capability and expertise in HR function, what drive HR manager in selecting HR tools effectively? What leads HR to choose each tools?
  • PPL | 26 Nov 2015, 10:41 PM Agree 1
    It would be suggested that in this age of information we are overloaded with it but not necessarily smarter or better at using technology. Instead of trying to know about or master all technology / systems that are out there, it would be smarter from a business perspective for both your staff and your clients, if you choose 1 or 2 systems that other businesses within your industry have had success with and then concentrate on these systems. Staff training, client awareness and support services will keep the system current and will allow both your staff and clients to have confidence in your businesses stability and security. Instead of trying to use every tool available and flitting between them all, focus on fitting a couple into your business. Become experts with those systems.
    A strategic plan can also help with regular / long term review of the tools and systems that you use. 3 or 5 years may seem a long time between reviewing a system in this high-tech world, however that gives optimal time to learn it, use it, break it, fix it, update it and make it work for your business.
  • Muizz | 27 Nov 2015, 11:53 AM Agree 0
    Yes, by doing comparison with other businesses within the industry will definitely help! Thank you!
  • yayabobi | 15 Feb 2017, 08:09 PM Agree 0
    I think it's very similar in any department. Technology is a tool that we use to first do our job better rather than create a new job for us. So if your main focus is hiring than you want HR tech that is focused on helping you manage and scale your hiring operations. If you main focus is employee engagement then you need software that accommodates your needs (as unique as they may be). So, to make a good decision you need to map out your needs and then compare the products that match your for best value to the $. I actually wrote a blog post about the new HR tech pro and what you need to become one:
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