We re focusing on the Baby Steps in HR Technology.
No one enters this space knowing it all. HR technologies, with all of their changing acronyms and definitions can get
confusing. As technology advances, these terms can get less concrete; adding
tools and blending software and systems. Just as the definitions and roles of
sourcing and recruiting have changed over the years, so have the tools that
each use. Here are several of the core HR technology terms that every HR
professional should have down.
Let’s start simple, with who will be using this technology:
HCM –Human Capital Management (aka HRM –Human Resource Management)
HCM –Human Capital Management (aka HRM –Human Resource Management)
Fancy acronyms for HR, or Human Resources. Somehow tacking on an extra
word implies importance. HR is the management process of the organization’s
workforce. HR is responsible for attracting, training, assessing and rewarding
employees. Additionally, HR oversees leadership and culture and ultimately
ensures compliance with employment and labor laws.
The Tech Terms:
ATS –Applicant
Tracking Systems (aka CMS –Candidate Management System)
Is a software application meant to help an organization recruit
employees more efficiently? An ATS is used to post job listings to the
company website, job board or social media sites. The ATS is also used to
screen resumes by searching for relevant key words and terms that match, or are
related to those found in the job description. Simply put, these systems are
used to track applicants.
Almost half of all
mid-sized companies and just about all large-sized companies us an ATS. As ATSs
become a standard tool in HR departments, their features and capabilities are
expanding. Newer ATS features can include individual applicant tracking, resume
ranking, automated emails, pre-screening questions, customized fields and
forms, requisition tracking.
LMS –Learning
Management Systems
Is a software application or web-based technology used for
documenting, tracking, reporting and the delivery of electronic learning
education courses or training. An LMS is used to plan, implement and assess
the learning and training process.
This technology provides company leaders with a manageable and trackable way to
deliver content, assess performance and monitor participation in training.
Training an entire workforce and assuring compliance has gotten
a whole lot easier with learning management systems. New LMS features
include threaded discussions and discussion forums, video conferencing,
automated approval and notifications to ensure ongoing compliance.
HRIS –Human Resources
Information Systems (aka HRMS -Human Resources Management Systems)
Where systems and
processes of human resources management and information technology intersect.
HRIS is where the basic functions of HR meet with technology. This type of
software makes the routines tasks of HR easies and more efficient through
technology. Tasks like payroll or employee record management are now done
through an HRIS.
Big Data
Ah, the ubiquitous "big data". All of
the afore mentioned tools are aimed at obtaining, organizing and storing big
data in a usable and efficient way. The term big data is not only relevant in
the HR space. Big data refers to data sets (of any origin or within in any
industry) that grow so large that it becomes difficult to process them using
traditional means. Big data, without the appropriate tools, can be far more
difficult (or impossible) to read, store and use, than smaller data sets.
