Technology & HRM

Technology plays an important role in the market to run our business. “For the first time we
are preparing learners for a future we cannot clearly describe” – David Warlick. Ex: A faculty
can't say instantly what major I am doing until I finish & enter in a profession because of
changing situation around the country, world and the environment. But they design our
subject or organization in such a way, if we are smart, we will understand what to do, they
are providing training, developing, preparing the employees in such a way in the future in
terms of grabbing opportunities, in terms of adversities, in terms of expected or unexpected
things we will understand what to do and how to do and take 100% out of that.

In 1989, multi-media came in the market, we requested organization to use it and those who
used they survived in the market. We are using it till now for our meeting, lectures, classes,
communicating and so on. Ex: Samsung used technology to upgrade their product with time.
In 1999, www commercialized, and started to use it. In 2009, the future was smart mobile. In
2012, the future is pervasive tech. It means irresectable, ultra-wide, ultra-necessary, ultra-
important which means is different from other thing. Pervasive technology means anytime
from anywhere using any device by using any network access to any data.

Technology most characterizes the trends shaping human resource management today. Ex:
Accenture firm estimates that social media connection via LinkedIn produces 80% more new
recruits. Five main types of digital technologies are driving this transfer of functionality from
HR professionals to automation. Employers used more social media tools such as Facebook,
Twitter, LinkedIn and so on. Employer used tracking app to monitor employee’s location. We
in Bond Foods also using life 360 mobile application to track our office employees. Finally,
when data analytics applied in HRM, it is called talent analytics.
Human resource management:

An organization consists of people with assigned roles who work together to achieve the
organizations goal. Here, a manager is someone who is responsible for accomplishing the
organizations goals and who does by managing the efforts of the organizations people.
Managing involves performing five functions. They are planning, organizing, staffing,
leading and controlling. One of these functions is the staffing, personnel management or
human resource management functions.
Human resource management is the process of acquiring (recruitment and selection), training,
appraising (performance), compensating employees, attending to their labor relations, health
and safety, and fairness concerns.
Human resource management is the process of acquiring, training, apprising end
compensating employees, end of attending to their labor relations, health and safety and
fairness concerns. Or we can say that it is the policies, practices and systems that influences
employees behavior, attitudes and performance.

Responsibilities of HR department

1. Analysis and design of work: HR manager need to know how to do work analysis,
about their job description. Here job description relates with job title, location,
specific operations & tasks, materials and equipment worker uses, working conditions
and so on.
2. Recruitment & selection: Recruiting, job posting on social media, bdjobs, LinkedIn,
website and so on. Interviewing the selected candidates, it can be both written &
verbal. Testing their ability such as ask them to perform a job on interview board.
Lastly, coordinating use of temporary labor.
3. Training & development: Orientation is necessary, it will help the new employee to be
familiar with the company and its people. Training help the employees to gather
knowledge which is related to their jobs. Career development program is also
necessary, it will motivate them to work effectively & efficiently.
4. Performance management: Performance measure is very important work of HR
department. It will help a HR to identify – is the employee working giving their 100%
 or not, is he eligible to get promotion or not, will he deserve an increment or not. HR
manager will prepare the performance appraisal report for each & every employee.
Most of the organizations are now preparing it through ERP Next.
5. Compensating & benefits: HR department have to prepare a perfect wages & salary
structure for the employees. We have to work on incentive pay also. For the future of
every employee, it’s better to ensure insurance policy. There should be a vacation
leave administration. Moreover, retirement plan for employees, profit sharing on a
certain time & stock plans for employees is very important issue for HR department.
6. Employee relation: HR department works for the employees also. They should
maintain the relationship with employees, labor. Moreover, preparation of employee
handbook, company publications labor law compliances, relocation and outplacement
services are also the responsibilities of HR department.
7. Personnel policies: Policy creation & modify when the business is changing its
strategy is very important for HR department. Keeping & maintaining employee
records, human resource information system are its responsibilities.
8. Compliances with law: Most important responsibilities are- policies to ensure lawful
behavior, reporting, posting information. Safety inspection is very necessary here.
9. Support for strategy: Human resource planning and forecasting is very important here.
HR manager needs to support when the management team changes.

Personnel aspects of a Manager’s job:

It provides us the concepts and techniques that every manager needs to perform the people or
personnel aspects of management. They are given bellow:

1. Conducting job analyses: Determining the nature of each employee’s job. It involves
with identifying the duties, responsibilities, necessary skills and so on.
2. Planning labor needs and recruiting job candidates: Here, I have to plan the labor
needs. If it is in production house, I need to verify current employee labor hour is
sufficient or not for expected production. If it is in office, I need to verify either any
current employee leaving, or workload is increasing that’s why we need extra hand.
Then we will go for recruit job candidates.
3. Selecting job candidates: When I will post any job circular on bdjobs website,
different people from different background apply for that position. There I have to
 select job candidates evaluating their education background and results, experience,
skills, abilities, knowledge and so on.
4. Orienting and training new employees: A new employee should be oriented with the
company and its employees. It will help him to feel free to work and communicate
with other employees. Moreover, training will help him to well known about his job
responsibilities and duties.
5. Managing wages and salaries: Salary and wages should be managed in an ethical way
because a good salary and wage structure helps to keep an employee satisfied. I have
to prepare a new compensation plan for the management team and have to consult
with higher management- managing director for approval.

If, I give good salary and wage to the employees no one would think to take or steal
money from the company. I have to look after that the employees are satisfied.
6. Providing incentives and benefits: Incentives and benefits helps an employee to get
motivated towards his work. It helps the employee to work efficiently and
organizations to get desired output or result.
7. Appraising performance: Appraising performance related with performance review
and evaluation. I should evaluate performance evaluating quality of work, attendance
and punctuality, reliability, communication skills, cooperation and teamwork,
knowledge of position, and performance goals. I should use ERP Next to prepare
appraisal report.
8. Communicating: It involves with interviewing, counseling and disciplining. It helps to
improve employee productivity.
9. Training employees and developing managers: Training help the employees to gather
knowledge related to their jobs. Moreover, developing managers related with
educational growth, practical work experience, maturity, attitudes, communication
skills, leadership quality and so on.
10. Building employee relations and engagement: It is important for any company. It
helps the employees to connect with management and others, feel motivated and
responsible and enjoy the work. It helps the organization to get desired productivity
and success.