HR tech
213843902
Green HRM and HR Tech: Implementation and Challenges
In early days Green word was considered as only colour but in the present time the most burning word is 'GREEN' and in current scenario the word 'Green' is no longer word green, while it has taken the stand of universal problem so we are facing much more problem towards the losing greenery of the earth and has become the challenge for us. The challenge is 'how to make re Green of our lovely earth' The international organizations like Global Green Growth Institute (GGGI) Intergovernmental Panel on Climate Change (IPCC) and International Union for Conservation of Nature (IUCN) United Nation agencies i.e. UNFCCC, World Bank, UNEP and European Environment Agency etc. are planning to prevent the carbon emissions and funding also. Since the severe critical problem and sustainable development the first step was taken in 1987 on environment and development through Brundtland Commission then United Nations Conference on Environment and Development (UNCED) also known as the "Earth Summit," was held at Rio de Janeiro, Brazil on June 1992, it was the 20th anniversary of the first international conference on the Human Environment, (Stockholm, 1972) 179 countries were participated in 1St summit. Agenda 21 and Kyoto Protocol was the panacea for improving the environment. After 20 years of UNCED 1992 "Earth Summit" Rio+20 Summit was held in Rio de Janeiro, Brazil on 2012. World leaders endorsed a statement on fighting poverty and environmental woes at the close of a three day Rio+20 Summit. The summit, officially called the United Nations Conference on Sustainable Development. The 53 page document, titled "The Future we want," aims at laying the groundwork for a green economy and calls for "Sustainable Development Goals" to replace the UN's Millennium Development Goals from 2015. These include desertification, fisheries depletion, pollution and deforestation and the danger that thousands of species will go the way of the dodo. This research paper critical analysis the Green HRM and HR Tech with the objectives, methodology, suggestions and conclusion, the challenges are also described in details. It is my first try to correlate the Green HRM and HR Tech with the impacts over the social, economical and psychological factors. Now I am very interested to advocate the terms like Corporate Green Responsibility, Green Audit, Green Cell, Green rating and Green Certificate (ISO) Key WordsGreen HRM, HR Tech, Sustainable Management, Corporate Green Responsibility, Green Audit, Green Cell, Green Certificate, Green Rating.
Manoj Kumar
158549095
HR tech startups in India
This article aims to establish the need for professionals and industry to get together on a common platform to engage in discussions, identify innovations and set standards. The movement of employees from unorganized to organized segment is accelerating and subsequently the cost of managing employees is also going to increase manifold for Indian organizations. The HR Tech landscape is pegged at $400m annually and expected to grow significantly.,The paper looks at the HR Tech landscape and posits how HR technologies can help companies save significant costs, and also bring in advanced techniques such as automation and analytics which will improve work efficiency.,While big enterprises are also working in the area of HR technology, startups are showing rapid progress, owing to the fact that they do not have to cope with legacy data/technology/operations. Challenges still remain such as failure to lay groundwork for adoption by employees.,While there are diverse products and technologies in the market, the core challenge is to find the right product market fit. HR buyers have to ensure that the solutions are future proof.,Automation is going to affect a lot of jobs, certain profiles more so than others. At a larger scale, integrating automation in work processes will have a substantial adverse impact on employees in these job profiles.,The HR Tech landscape is inundated with technology first startups. There is a dearth of academic literature. There is also a cogent need for professionals and industry to get together on a common platform to engage in discussions, identify innovations, and set standards.
Havish Madhvapaty Anupama Rajesh
115819825
HR Tech Report. Nowe technologie i sztuczna inteligencja w rekrutacji pracownikow
Piotr Toczyski
211385550
Wie die Jobsuche zur Traumjobsuche wird und wie HR Tech dabei hilft
Die Entscheidung fur einen Job ist neben der Entscheidung fur einen Partner und einen Wohnort die wichtigste Entscheidung im Leben eines Menschen. Sie bestimmt seine Lebensumstande und ist ein wichtiger Treiber der Zufriedenheit im Leben. Deshalb ist es wichtig, dass Menschen die Entscheidung fur einen Job auf einer moglichst breiten Informationsbasis treffen. Das konnen sie aber meist nicht: Viele Menschen wissen heute selbst bei Vertragsunterschrift nicht, wie ihr zukunftiger Arbeitsplatz aussieht, mit wem sie zusammenarbeiten werden oder ob sie ins Team passen. Das Ziel von StepStone ist es, das zu andern. Wir wollen Menschen in die Lage versetzen, die richtige Entscheidung zu treffen. Durch den Einsatz innovativster Technologien helfen wir bei der Suche nach dem Traumjob und beschleunigen den Weg zum ,perfect match" zwischen Talenten und Unternehmen. Wir sind aber auch uberzeugt: Am Ende bleibt die Entscheidung fur den richtigen Job und den richtigen Kandidaten immer subjektiv.
Digitalisierung im Recruiting
Rudiger Bauer
220308331
Challenges to HR Specialists in High Tech Enterprises
The dynamic development of technology in today's digital world is leading to changes in business models, which predetermines a radical change in the role of HR professionals. The report outlines the trends in HRM work and the challenges facing HR professionals. On the basis of their own research, the authors show the evaluation of the competences of the specialists in human resources management in the high tech enterprises.
2019 II International Conference on High Technology for Sustainable Development (HiTech)
Toni Mihova Kiril Angelov Alexandar Ferdov
213725779
Do you speak Hadoop? An analytics tutorial of the latest tech in big data, and how you can utilize them in HR.
Maira Compagnone Jessica Harris Philip Hinson Yalcin Acikgoz
211763863
HR, ER And The It Employee Caught In Between: A Case Study of Tech Mahindra
Saranya Mukherjee
111902961
Making cents of HR tech (part 1) on the cover feature
Peter John Alkema
185856637
Making cents of HR tech on the cover feature part two
Peter John Alkema
148872161
Transformative HR practices and employee task performance in high tech firms: The role of employee adaptivity
Purpose The purpose of this paper is to examine the relationship of perceived transformative human resource (HR) practices and employee task performance. Drawing on evidence based approach, the transformative HR practices intend to transform employees' behavior to cope with organizational change. This study intends to answer how does the perceived transformative HR practices influence employees' behavioral capability to enhance their task performance. This investigation proposes that the perceived transformative HR practices positively affect employees task performance, however, employee adaptivity mediates the relationship between them. Design/methodology/approach The authors used a random sample of 224 employees, from a large high tech company in China, to test the hypotheses. Exploratory and confirmatory factor analyses were conducted to determine the perceived transformative HR practices in the context of a high tech firm. The authors performed multiple linear regression analysis to examine the proposed model. Findings The results of this study indicate that the perceived transformative HR practices positively influence employee adaptivity and task performance. Furthermore, employee adaptivity mediates the relationship between the perceived transformative HR practices and employee task performance. Therefore, employee adaptivity illuminates and explains the underlying mechanism of how the perceived transformative HR practices lead to employee task performance. Research limitations/implications Data collected from single firm may limit the generalizability of the findings and cross sectional research design may raise the concern of common method bias. Future studies should test and validate the operationalization of the perceived transformative HR practices in different research contexts and with larger sample size. Organizations should design and implement transformative HR practices to cope with change. Furthermore, organizational managers should encourage and facilitate employee adaptivity to achieve better performance. Originality/value This study contributes to change management and the HR literature by identifying and operationalizing the perceived transformative HR practices as a predictor of employee adaptivity and task performance. Through the underlying mechanism of employee adaptivity between the perceived transformative HR practices and employee task performance, this study provides a new perspective to look at the HR performance relationship in the change process.
Ali Ahmad Bodla Tang Ningyu