Modern technologies in companies

Abstract

The modern technology is really helping of those businesses that used to maintain a paper based manual payroll for their employees. The chosen web based payroll system will help employers to maintain the payroll efficiently.
The Payroll system used for different companies and organisations where to ensure that they are getting accurate payroll calculations and processing the UK payroll. This system helps to get detailed information of employees for specific payroll functions, calculates benefits for National Insurance contribution and maintains complex accounting spreadsheets to monitor, authorisation to work, National Insurance (NI) contribution according to the law of HM Revenue and Customs (HMRC). Office is the place where people carry out the daily work of their businesses. All the work is done by the support of management policies and co-ordinate the role of various department and sections.
Office is the most important part of the organization. Because office provides the base to the organization. It is where all the administrative work of the organization carried out. Employees can meet face to face, so they can enjoy professional and social interactions during their work. To do their work requires suitable environment and sophisticated technologies. Now in modern world due to the rapid growth of technologies significantly effected on office work place. As computers replace the typewriter, servers replaced the bulk files, punching machine/card machine replaces the huge register, email and voice mail eliminates stackable “inbox” and telephone massage slips and many more. In other word we can say that the technological inventions bring the “evolution to the role of office workers”.
The employer can maintains payroll different ways, for example, Manual system, Payroll supports software system and the other companies can do that for them. When it comes to search capabilities, the companies are addressed to Applicant Tracking Systems providers but these systems have the disadvantage that they are very limited in terms of their searching capabilities. Therefore, many of them require from their candidates to fill customized applications online. This way, the companies can get the information they want to have and not just the information the applicant wants to share with them. Some companies turn to specialized providers that offer them products with extended search capabilities, job matching, analytics and semantic search engines. The latter enable the companies to look not only to their internal databases but also to social media and other online job boards. Semantic search gives the opportunity to improve accuracy by understanding the context and not just look for words. Companies look also for software programs that can assess a candidate’s character and not just his/her skills.
They also use more sophisticated psychometric tests that measure knowledge, abilities and traits to check an applicant’s suitability with the position e.g. such as Services Predict Performance Psychometric assessments. There are also companies such as Kenexa that develops software that helps companies to predict a candidate’s performance by linking Human Resources practices to business outcomes. Social media, on the other hand, has been a catalyst in Human Resources Management. Nowadays, companies have acknowledged the importance of LinkedIn, Facebook and Twitter for identifying and attracting talents. However, their approach to Social Media is rather basic since most of them use them to post vacancies and create a company profile.

1. Company requipments

Modern technology has made the requirement for information flow to be quick and effective. We have been able to achieve this through the internet; the medium i.e the internet has facilitated each of us, by making the communication cheap and fast. News for U.K is available in the Australia as soon as it’s on the media, accessible by millions at one time. The growth of the internet is a necessity nowadays. Now internet, where people choose to spend a major part of their day has brought social communities where people can chat, message, share beliefs, extract information, share information about things they are interested in. The internet being the centre of usage for millions of users every day, thus it also appears to be a medium for brands and products to advertise, but this advertisement is different from the advertisement we see otherwise. This advertisement takes into account that the information flow is fast and inspired by people more than the advertising agencies. So let us see how social networking became the part of our lives. When it comes to search capabilities, the companies are addressed to Applicant Tracking Systems providers but these systems have the disadvantage that they are very limited in terms of their searching capabilities. Therefore, many of them require from their candidates to fill customized applications online. This way, the companies can get the information they want to have and not just the information the applicant wants to share with them. Some companies turn to specialized providers that offer them products with extended search capabilities, job matching, analytics and semantic search engines. The latter enable the companies to look not only to their internal databases but also to social media and other online job boards. Semantic search gives the opportunity to improve accuracy by understanding the context and not just look for words.
Companies look also for software programs that can assess a candidate’s character and not just his/her skills. They also use more sophisticated psychometric tests that measure knowledge, abilities and traits to check an applicant’s suitability with the position e.g. such as Services Predict Performance Psychometric assessments. There are also companies such as Kenexa that develops software that helps companies to predict a candidate’s performance by linking Human Resources practices to business outcomes.Social media, on the other hand, has been a catalyst in Human Resources Management. Nowadays, companies have acknowledged the importance of LinkedIn, Facebook and Twitter for identifying and attracting talents. However, their approach to Social Media is rather basic since most of them use them to post vacancies and create a company profile. However, the role of Social Media is to create relationships and these tactical approaches do not fulfill this role and do not engage candidates which is also another advantage of Social Media. Therefore, in order to meet these goals, the companies should create employee referral programs as well as engagement tactics.