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Solving Hiring and Management Issues With HR Technology

Blue-collared employees are those who work in jobs that require manual labor. Their work may involve both expert and unskilled labor. While there is a high need for skilled persons to fill blue-collar worker job responsibilities, it is equally challenging to attract, hire, and retain them. This is a fairly prevalent problem, regardless of the industry. This is a dilemma for businesses since the work at hand must be completed within the time frame specified. As a result, this post on NUS BizBeat focuses on how HR technology may be leveraged to its full capacity to tackle blue-collar workers’ recruiting and management difficulties.

Solving organizational issues with HR technology

The article begins by describing the different issues that organizations encounter. According to the article, companies that emphasize sales-related investments in order to increase revenue frequently overlook investing resources in the human resources function. This leads to inadequate workplace planning and a hasty and rash recruiting strategy. The problem is exacerbated by organizations’ inability to estimate talent supply due to a lack of investment in HR technology systems. The article emphasizes how difficult it is to locate blue-collar people to fill employment openings. Furthermore, for organizations that value diversity and inclusion at all levels, the lack of gender diversity in the blue-collar workforce becomes a cause for concern. One of the main reasons why most of these job openings go unfilled is that employees either feel overworked or underpaid. A non-conductive work atmosphere may also be a source of stress for most prospects, making them hesitant to join. With the majority of positions requiring blue-collared workers to work extended hours and on weekends, they are severely lacking in consumer-grade employee experience. Finally, the article examines how to use HR technology to recruit, hire, and retain blue-collar workers. According to the article, investing in HR technology enables firms to foresee business demands and better organize their resources while using technology to automate labor-intensive recruitment procedures aids in closing the talent gap. Employee performance measures could be readily overseen and assessed, and the EWA system allows employees to get their earnings as they earn them. As a result, from recruiting to onboarding, HR technology may assist businesses in better managing their non-PMET personnel and processes.

While technology is making it simpler to conduct operations in almost every domain, businesses must understand how HR technology may be used to solve problems in hiring and managing blue-collar workers. Several suggestions on the issue are presented above.

Gain deep insights into solving other organizational issues with the Accelerated Management Program (AMP) from the National University of Singapore Business School.


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