siliconindia | | MAY 20179the candidate to manage a restaurant by taking care of kitchen supplies, managing orders, and ensuring cus-tomer satisfaction. The game not only allowed the com-pany to identify potential hires but also increased the company's brand recall amongst candidates, especially amongst millennials. The next big thing in the recruitment process is the data-driven assessments. Even though companies such as Google have demonstrated that assessments lead to better quality of hire, less than half of organizations in-clude it in their recruitment process. However, with HR technology maturing, assessments have evolved from basic mul-tiple-choice questions to simulated environ-ments. Take for instance a top employment agency in Boston that wanted to assess IT professionals on their coding ability to build a pool of candidates who they can recommend to clients.Instead of opting for the tradition-al MCQs or coding tests, they used an advanced front end coding sim-ulator devised by Mettl. Candidates were expected to solve coding challenges in real-time and this enabled the agency to assess can-didate skill set in a foolproof way.This sounds quite appealing, though one question remains to be answered - integrity of such tests. With technologies in online proctoring such as web cameras to track eye movement and audio technology to capture sounds, this problem no longer exists.Performance ManagementAn employee in a company is no longer at the mercy of his/her employers. They actually have more power than they ever did. Millennials now form a huge part of the workforce and they are always looking for more than just a job. After all, they have a myriad of other opportunities with online job portals and social recruitment channels at their disposal.Traditional performance management methods are not enough and companies are looking for ways to help their employees grow through learning and development pro-grammes, mentorship, 360-degree feedback, and much more. Close to half of Human Resource professionals are of the opinion that the processes in place for performance review need to be re-assessed. Tech-savvy millennials are rating their employers with the kind of technology they offer. It's easy, intuitive and user-friendly for both employees and their managers. Consider these scenarios -· While in a one-on-one meeting with his subordinate, a manager can conveniently access performance goals and progress made by the employee on his smartphone or tablet.· On his/her commute to work, an employee can review objectives and accomplishments on a smartphone while preparing to ask for a raiseTechnology can go a long way improving different as-pects of performance management - collaboration, commu-nication, real-time feedback, and constructive utilization of feedback.For instance, PerformYard enables managers to conduct stress-free performance reviews by letting them document performance results and record posi-tive interactions during review sessions. It improves communication in the workplace and helps recog-nize star performers.Learning & DevelopmentHR technology has helped evolve inter-nal talent mobility and growth oppor-tunities. E-learning, feedback portals, learning programs, and Massive Open Online Courses (MOOCs) have come into the picture.Corporate learning and edu-cation has taken a whole new turn with MOOCs. It brings together the power of subject-spe-cific knowledge with assessments, evaluations, and certi-fications. This gives employees an opportunity to enhance their knowledge and skills to make informed decisions, while employers get a chance to own a skilled workforce.An example of an e-learning software is Tin Cap API which has set higher benchmarks for the way learning management systems can be augmented. The software is revolutionizing how learning combines with performance data with goal tracking capabilities, games, audio-visual content, and mobile technology.ConclusionThe $14 billion HR software marketplace is brimming with technologies like psychometric assessments, HR analyt-ics, video interviewing, and mobile apps which are bring-ing about a transformational change in the HR software industry. It's extremely important for HR and technology to merge so as to make the HR function as a more proactive than a reactive one, as conventionally was believed. The role of HR is evolving as they go on to align their objec-tives with that of the business. Tech startups are exploit-ing this very opportunity to help organizations solve their human resource challenges with new tools, softwares, and automation. Tonmoy Shingal
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