Human Capital Management (HCM) is the comprehensive set of an organization’s practices for recruiting, managing, developing, and optimizing employees (as an intangible asset) to maximize their business value (“What is Human Capital Management? (HCM)”) n.d.). HCM provides an organization administrative, strategic, and tactical support for the ultimate success of the organization. Within the last few months, my organization has launched the recruitment aspect of Ultimate, also known as Ulti-Pro. This software launched earlier last year for the introduction of payroll and then benefits. The purpose of this platform is to ultimately have the entire organization encompassed under one system to intertwine all phases of Human Resource Management. The objective is to have one system where everyone in the organization lives in and not use other software.
This organizational change has caused a shift in interactions between management and recruitment. Before Ulti-Pro, sending candidates and communicating status and updates on a potential candidate was done via email. As we all know, emails can get buried, and there would be candidates who are sitting under review. Another issue we had with the recruitment department is that we did not formally have an application in which provided a questionnaire for the applicant to complete that outlines the duties, requirements, and certifications for the positions. We were not getting a pool of suitable candidates to pass over to the management team to interview. Managers did not have access to log in to ZOHO, or Indeed and source resume. Now that we have the shift in platforms, it has caused management to be more involved with the recruitment process of potential candidates. Management can log in to Ulti- pro and disposition candidates through the system. Also, they are ready to leave ratings and notes for each candidate they would like to interview or pass on.
On the recruitment said it has allowed us to create reports on the recruitment process of each candidate and see how many people were hired within the last month. And review errors. In addition, we are physically able to hire candidates into a seat once an offer has been made. Before that, we would go by email to determine who was hired or not. We are also able to add questions to the applications that are specific to each vacancy. It allows us to filter resumes that are a good fit or not. Whereas an application was generic and did not tailor to the fit of the position the candidate is applying too.
The struggle we as a recruitment team have experience in these few months is management converting over to this system and accepting that this is the new way of applications and hiring staff. We no longer take a paper application. IT is a constant reminder to the field that we must send a link for the candidates to apply. On the other hand, I understand from the management view. Most managers are out on the field and do not have the time to play with the system, whereas other managers are not tech-savvy. Unfortunately, it is the system that is in place, and we have to push them to accept the change and to help them along the way if they are struggling.
The primary goal of change management is to successfully implement new processes, products, and business strategies while minimizing negative outcomes (SHRM,n.d.). By doing this we are the point of contact the hiring managers for questions and concerns explain the system and how to maneuver. People are resistant to change and content with old systems.
However, in order for an organization to expand, as an HR rep, implementing a process to help with the shift can make the process much easier to grasp.
Managing Organizational Change. (n.d.). Retrieved October 31, 2019, from https://www.shrm.org/resourcesandtools/tools-and- samples/toolkits/pages/managingorganizationalchange.aspx.
What is Human Capital Management? (HCM). (n.d.). Retrieved October 31, 2019, from https://www.bamboohr.com/hr-glossary/human-capital-management-hcm/.
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All organizations go through change. Why is change an important part of an organization, and why do you think the strategies used during the transition are also important?
Discuss your thoughts with your classmates and back up any assertions with research and APA citations.
Submission 1 1/2 paragraph, APA
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