The Impact of Technology on Human Resource Management

Abstract

In nowadays top leaders fully realize the power of technology

tools for reaching business targets. The utilization of

technological tools helps not only to fulfill defined company’s

goals but to optimize the work processes as well. Trends and

results of the contemporary studies constantly confirm

contribution of the technological tools in Human Resources (HR)

area i.e. to accomplish assigned HR tasks by using the source of

technological capabilities. The following paper gives a brief

overview about possibilities of technological usage in HR field

for measuring and tracking human capital and using the HR

technological system generally.

Keywords: Information technology, Human Resources management,

company’s goals, recruiting, Human Resources development.

Introduction

Technology has transformed the way HR processes are currently

managed, mainly in terms of how organization collect, store, use

and disseminate information about applicants and employees. In

addition, it has altered the nature of the jobs, job

relationships, and supervision.

In recent years, technology has had a dramatic on the field of

Human Resource, and as technology evolves it is likely to move

the field in some very new directions in the future. Despite the

widespread adoption of Human Resource practices, there are still

a number of questions about whether this news systems enable

organizations to achieve their HR primary goals. In addition the

current systems have a number of limitations including he fact

that they employ one-way communication systems, are impersonal,

passive, and may preclude individuals with low computer skills

from gaining access to jobs. Furthermore, some analyst have

argued that the revolution has been going for more than 20 years,

it’s surprising to find so few studies on the various HR topics

and processes.

Most of the HR research has been an e-training and e-recruiting

with very little research on other HR areas. Second, the general

take-away from HR research findings also apply to HR. In this

sense, even though the technologies used may be new, the basic HR

goal still hold true. The goal of recruitment is to make

successful placement, the goal of selection is to hire the most

talented and diverse employees, and the goal of training is to

enhance the knowledge and skills of the workforce. In spite of

these goals, most of the research on HR has focused on strategies

for implementing electronic processes, and increasing their

acceptance. Relatively little research has examined the extent to

which HR enables organizations to achieve their basic HR goals.

The movement toward HR is expected to grow in the future, and the

hope is that research on HR will also increase.

Technology changes the way HR departments contact employees,

store files and analyze employees performance. Used well,

practices more efficient. Good HR practices maximize the benefits

and minimize the problems (Sherman, 2019).

Discussion

Why is technology important in human resources? Industries across

the globe have witnessed dramatic changes over the last two

decades (Chanda, Sivarama Krishna and Shen, 2007). With the

advent of development in information technology, the nature of

work that people are engaged in along with the requisite skills,

knowledge and abilities have undergone a shift.

For the human resources industry in specific, HR technology is

used to attract, hire, retain and maintain talent, support

workforce administration, and optimize workforce management. The

goal from automating the following functions is to help managers

work faster and more efficiently. HR technology is used by

managers, employees, HR professionals, IT and operations

departments all in different ways to improve the way they do

business.

Implementing HR technology within an organization enables

managers to gather, collect, and deliver information, as well as

communicate with employees more easily and efficiently.

Automating certain business processes can greatly reduce the

amount of administrative work and allow managers to focus more of

their time and energy on managing their workforce. HR technology

also provides managers with the necessary decision making tools

to allow them to make more effective HR-related decisions.

Overall, HR technology provides managers with decision making

tools to help manage costs and enables them to reduce the time

spent on administrative and legal compliance work, while

maintaining an efficient and effective workforce to deliver

quality service (Synerion, 2011).

What are the uses of technology in Human Resource Management?

Human resources management is among those professional occupation

segment that technological changes had influenced. Technology has

transformed the role of human resources management professionals

to a large extent. More and more human resources management

functions within the human resource department are being

performed electronically to improve the administrative efficiency

and responsiveness of human resources management to their

internal clients, employees and managers. Web-based technology is

also being used extensively for almost all key human resource

activities. Some of them are employment application creation,

employee benefits enrollments and training using e-learning based

resources (Mathis and Jackson, 2010)

Due to the above-mentioned automation of human resource

activities, human resource professionals are getting more time

for other aspects of their jobs. In this way, technology is

assisting organizations in amending the time management practices

of their human resource department and subsequently enhancing

their efficiency.

What are the impacts of Technology On Human Resource? As

technology is establishing its presence within the human resource

department, professionals have experienced more clarity, transparency,

and comprehensiveness of information employed by them (Gardner, Lepak

and Bartol, 2003).

In addition to information responsiveness, human resources

management also includes professionals to be aware of the latest

trends in policy making, activities, and employment practices in

their industry. Additionally, they need to have current

information on the relevant laws and regulations because this

helps them in expressing flexibility in the event of

unanticipated changes. Further, this characteristic enhances the

value and contribution of the human resource department to the

organization.

Therefore, in order to keep pace with the constantly changing

laws, the information must be consistently sought out. Technology

has enabled organizations to connect to the internet to interact

with other professionals in organizations in their industry. It

has helped many human resource professionals in gathering

information that they need to remain informed to demonstrate the

desired characteristics and ability. These facts also suggest

that technology has not only enabled human resource professionals

to access and distribute information but also has influenced

their expectations.

Conclusion

From the above discussion, it is clear that technology has had a

positive effect on the internal operations of organizations. But

it has also changed the way of human resource manager’s work.

They work in, and provide support in what have become integrative

communication centers. By linking computers, telephones, fax

machines, copiers, printers, robots and the like, information can

be disseminated quickly. With that information, human resource

plans can be better facilitated, decisions can be made faster,

jobs may be more clearly defined, and communications with both

the external community and employees can be enhanced. Today the

world is free. In the free world, sophisticated technologies are

frequently creating and involving with the existing technology.

This sophisticated technology places new requirements on human

resource managers. For instance, human resource managers must

ensure that employees could be able to handle these technologies

with more effectively and efficiently. In order for human

resource to meet these goals, they must carefully recruiting and

selecting employees and train themselves in order to operate

these sophisticated technologies. Side by side employees should

enhance their technological knowledge in order to get the job in

the highly sophisticated technology dependent world.

References

Mathis, R., and Jackson, J. (2010). Human resource management:

Cengage Learning.

Chanda, A., Sivarama K.B., and Shen, J. (2007). Strategic human

resource technologies: keys to managing people. New Delhi: Sage

Publications.

Gardner, S., Lepak, D., and Bartol, K. (2003). Journal of

Vocational Behavior.

Sherman, F.(2019). How Does Technology Impact HR Practices?:

Chron