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The Real Digital Transformation In HR Tech: How Global Leaders Can Manage

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The Real Digital Transformation In HR Tech: How Global Leaders Can Manage

All executives across the globe should embrace HR technology to represent a complete answer to the need for innovation and continuous learning in today’s global market environment. In doing this, first executives must have an understanding of the concept of knowledge in companies. To analyze knowledge in organizations, there is an important taxonomy of organizational knowledge that needs to be discussed. The following section addresses this taxonomy in depth to set the record straight upon the importance of HR Technology.

Human, Social, and Structured Knowledge

Two prominent scholars that are well known in the Academy of Management, one of the largest leadership and management organizations in the world by the names of David De Long and Liam Fahey argue that knowledge can also be classified using individual, social, and structured dimensions. Executives can categorize followers based on their human knowledge which focuses on individual knowledge and manifests itself in an individual’s competencies and skills. This type of knowledge includes both tacit and explicit knowledge. David De Long and Liam Fahey suggest that this form of knowledge comprises the skills gained by individual experiences, and learned as rules and instructions formulated by executives for followers to use as a guide.

Social knowledge, on the other hand, is categorized as tacit knowledge that is shared so that it can become collective knowledge. Executives can use structured knowledge that emerges informal language from annual reports, memos, and other means of communication to be represented as statements, and is considered explicit knowledge. Therefore, consultants can classify knowledge in this way so that it emerges at three levels—-individual (i.e. human), group (i.e. social) and organizational (i.e. structured).

Executives can implement HR technology to create conducive organizational climates that foster organizational learning in which individual knowledge is shared and utilized. Unshared individual knowledge is like lettuce in the refrigerator—if shared, everyone enjoys it, if not, it could not have any use. In the next section, I present a factor that executives have embraced—–HR technology.   

Managing Knowledge and Innovation through HR Technology

HR technology is an internal resource that increasingly facilitates HR business processes and improves the search for information and knowledge around the company. For example, HRIS (Human Resource Information System) software enables companies to overcome space constraints in communications and promotes the depth and range of knowledge access. HRIS software can be also employed to enhance the conversations and knowledge exchanges between organizational members. Three prominent scholars in the University of North Carolina at Chapel Hill by the names of Andrew Gold, Arvind Malhotra and Albert Segars argue that this knowledge shared through technology could positively contribute to knowledge integration. Executives can apply HRIS software to develop and disseminate information throughout the company which can improve the search for information in order to adapt to today’s uncertain business environment.

HCM (Human Capital Management) software is an important resource for strategic planning for knowledge integration. Robert Grant highlights knowledge integration as a major reason for the existence of a company. This software enhances learning and sharing information by providing access to accurate information and knowledge. HCM software also stimulates new knowledge generation, through transferring knowledge to other members and departments. Knowledge sharing itself can in turn develop more innovative climates and facilitate knowledge creation in organizations. HCM software can, therefore, play a crucial role in improving knowledge creation and transference. Executives can use HCM software to develop an effective learning culture that disseminates knowledge around the company.

HRMS (Human Resource Management System) software can be also used by executives to facilitate of the knowledge creation process through providing the essential infrastructures to store and retrieve organizational knowledge. HRMS software encourages executives to embark on technological facilities to provide new and possible solutions for solving organizational problems and transferring individuals’ knowledge to other members and departments and improving knowledge capturing, storing, and accumulating to achieve organizational goals.

In Conclusion

This article advances the current literature on HR technology and knowledge management by offering novel insights into how better HR technology leads to better knowledge management. Executives can apply HR technology in their decision-making processes in order to investigate various alternatives and options.

Success in today’s global business environment can be more effective when HR technology is effectively applied and widely used to achieve a higher degree of competitiveness. Importantly, knowledge management performance at all levels of the company is positively associated with using HR technology and setting up useful software and systems to enhance strategic decision-making. Executives can implement HR technology by employing IT professionals and allocating more budgetary resources to share and utilize knowledge within companies.

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References

Gold, A.H., Malhotra, A. and Segars, A.H. 2001. Knowledge management: An organizational capabilities perspective. Journal of Management Information Systems, 18(1), 185-214.

Grant, R.M. 1996. Toward a knowledge-based theory of the firm. Strategic Management Journal, 17(S2), 109-122.

Long, D.W.D., & Fahey, L. (2000). Diagnosing cultural barriers to knowledge management. The Academy of Management Executive, 14(4), 113-127.

10 Tips to Manage Labor More Effectively in Your Supply Chain Logistics

The productivity of the supply chain logistics you’re running is at the hearts of the workforce working for you. With improved productivity, the company stands to make more revenue and profits because the entire workforce will be wisely using their work hours.

As the business owner or the operations in-charge, how can you improve productivity within your workforce? Here are 10 tips to manage labor more effectively in your supply chain logistics business.

Train the workforce

Training the workforce you have employed will help them know exactly how to do the tasks assigned and won’t spend much time trying to figure it out. Above that, employees will be more engaged in the jobs they do if they see that the employer cares about them.

If you care about the employees working for you, that can be manifest by developing their skills through organizing and investing in their training. Collect data about the company you are running and arrange training based on the critical factors that keep the business running.

Understanding all employees

To manage the workforce better, you need to understand them more and that will enable you to care for their individual needs. If you know their skills and abilities and assign them tasks that will make them function at their best potential, they will be more confident and be more productive.

That can be achieved by open communication between you and each employee. Instead of staying in the office all day every day, you can consider going to the common area during lunchtime to communicate with employees.

Gauge the performance

To manage your workforce more efficiently, you need to track their work performance and determine if they are working to their full potential. You can do so by figuring out the customer satisfaction rate. If customers are satisfied with the service, it might mean that everything is still under control.

Don’t wait until there is a complaint that comes to you but rather ask for each customer’s opinion about the service they got. Using a review system like that will help you know exactly how customers feel about the performance of the workforce you’ve employed.

Integrating technology in operations

Another way to empower employees is by offering them all the resources necessary to accomplish their daily tasks. That can be fulfilled by integrating technological systems that will assist them to do their tasks more efficiently.

For example, you can use wearable technology to help with scanning packed boxes and determining what is inside them. If the work of employees is lighter, they will be happier to come to work and that will result in increased productivity. Another measure you can take is automating some of the tasks that were burdening the workforce.

Practically assist employees to be more productive

Some employees are destined to be great leaders in the industry you are in and caging them by not giving them development opportunities can be harmful. The workforce you have deserves to grow and show leadership skills in the teams they are working in.

Instead of hiring managers when the need arises, groom the employees you have right now to be able to fill that role when that opportunity comes. The employees will also be motivated at this and will start putting in some more effort when doing their work. The same applies to you as well.

If you are the head of the operations or an employee in supply chain logistics, and you don’t feel productive in the place you work in, look for a new job that can cater to your needs. Go through top resume reviews and ivory research to get the best resume, LinkedIn profile and cover letter designed.

Observe and report

You probably know the way you would like certain tasks to be carried out for optimum productivity, but the question is how do you implement it?

The most important thing is to understand where you are in relation to that goal you have set for yourself. That can be accomplished by observing the employees and seeing how they do things and determine where they can improve. Once you have done so, you can come up with a plan of action on how to incorporate those ideas you have.

Periodical motivational meetings

Everybody needs some motivation once in a while and you as an employer can arrange meetings with the entire staff. Those meetings will discuss the milestones and goals you have accomplished as a whole.

You can also include a snapshot of the work that is still upcoming and express that you believe in the entire team you work with. The motivation will help employees see what they are doing is truly worthwhile and that their efforts are appreciated.

Implement Warehouse Management Systems

You can implement a warehouse management system to oversee the tasks done at your workplace and try to optimize them. All the tasks that are optimized by these systems will help you cut down costs and have a more productive and engaged workforce.

Unlike humans, these systems primarily care about carrying out tasks efficiently. In that way, it can be a good balance between generating revenue and managing the workforce better.

Instill effective labor management systems to managers

Managers are the tip of the spear in the workforce. They have to report to the big bosses and still deal with the employees under them. Because of that, it is very important to speak to managers and train them on how to manage employees better.

They know the individual employees better and they should be tasked with the work of encouraging employees on the effort they are putting in the company. Managers should also be able to spot underperforming individuals and help them improve.

Incite professional competition

Professional competition is a great way to keep your employees on their toes. By having leaderboards on the work that the teams produce weekly or monthly, more workers will be keen on getting more done.

Also, you can have an employee of the month award and other rewards for workers that outperform and always show great work ethic. The awards don’t have to be expensive, simple things like recognition can do really well.

The bottom line

You can manage your workforce more effectively in the supply chain business by implementing warehouse management systems and integrating technologies in the daily operations of the business. Also, focus more on individual performance and then motivate and encourage based on that and help employees improve in their respective jobs they do.

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This guest post is contributed by Kurt Walker who is a blogger and college paper writer. In the course of his studies he developed an interest in innovative technology and likes to keep business owners informed about the latest technology to use to transform their operations. He writes for companies such as Edu BirdieXpertWriters and uk.bestessays.com on various academic and business topics.