RESEARCH SYNOPSIS

To Study “Emerging need of striking good balance between Human

Resource Management and Technology” in SAGE Publications

Student name
Syed Mohammad Jawad Zaidi
Course: MA-HRM (2020-22) JMI

Supervisor
Prof. S.M. Sajid
Department of Social Work
JAMIA MILLIA ISLAMIA
 INTRODUCTION
Over the years, it has been observed that there is a shift in delivery of
transactional HRM from an approach which is ‘labor intensive’ to one which is
‘technology intensive’. The increasing use of technology is a result of HR
department facing greater efficiency and cost-effectiveness pressure than ever
before. Technology in HR has been a significant development in enabling HR to
reduce transactional activities and increase customer and strategic services.
Organization worldwide has taken various initiatives to grow firm performance
through investment in information and communication technologies (ICT) with a
view to transforming management practices and to increase the efficiency of the
organization. As the technology got more advanced and widen its scope, more
and more of the HRM functions got technology enabled. The empowerment of
managers and employees to perform certain chosen HR functions through
technology frees the HR department of these tasks, allowing Human Resource
Manager to focus less on the operational and more on the strategic elements of
HR and it also allow organization to lower the number of staff in HR as the
operational tasks decreases.
IT possibilities for HRM are unlimited, in theory, all the HR process can be
supported by Information Technology. For analyzing the vast amounts of data
computers have simplified the tasks. With computer hardware, software and
databases, an organization can keep records and information in a better way as
well as retrieve them with greater ease (Kumar & Kamal, 2013). The HR
technology is not only meant to make HR department more efficient, but focuses
beyond HR, to increase user experience and to add value across the business. The
role of the HR professional has changed fundamentally as a result of technology.
The core competencies that have developed are mastery of HR technology,
strategic contribution, personal credibility, HR delivery, and business knowledge.
The impact of technology has fundamentally changed the HR role at SAGE
Publications. It has enabled HR to (1) decrease its involvement in transactional
activities, (2) increase its focus on the customer, and (3) increase its delivery of
strategic services. As a result, several core competencies have emerged that are
critical to the development of the HR professional.
 REVIEW OF LITERATURE
Studies have been made and many books have been written regarding the role of
IT on Human Resource Management. The use of information technology in HR
has grown considerably in recent years. A review of literature reveals that: The
role of IT in HRM can be traced back in the last decade of 20th century.
According to DeSanctis (1986), HRIS was first defined as “a specialized
information system within traditional functional areas of the organization, designed
to support the planning, administration, decision-making, and control activities of
human resource management”. Years later, Haines and Petit (1997) considered
HRIS as a system applied within an organization to obtain, store, manage, analyze,
search and distribute human resource information.
Ruel et al. (2008) have explored that the term e-HRM was first used in the late
1990’s when e-commerce was sweeping the business world and e-HRM is internal
application of e-business techniques. It helps the management in more effective
and efficient flow of information and method of doing HRM. Organizations could
manage an increasing number of HRM processes in an effective manner with the
improved information technology, thereby contributing to the availability of
information and knowledge. This in turn helped HRM professionals to play a
strategic role in attaining improved competitive advantage.
E- HRM is a web-based solution that uses the latest web-based application
technology. It is online and real time human resource management solution is
possible through e- HRM. the world wide web has helped in several ways to
modify the HR process including HR planning, recruitment, selection, performance
management and compensation (k Reddy Swaroop 2012) at the same time the
new system have enabled HR professionals to provide better service to all their
stakeholders (applicants, employees, managers).
Attracting, retaining, and motivating employees, meeting the demands for a more
strategic HR function, and managing the “human element” of technological change
in the future has been enabled by advancements in IT to meet the challenges of
HRM (Ashbaugh and Miranda, 2002).
 Research Methodology
Data Collection
Primary and secondary data has been used for the Research. The primary data has
been collected from SAGE Publication and secondary data has been collected from
library, different published materials, and the world-wide web. The study has been
made to examine the IT tools used for HR Planning, Recruitment, training, use of
technology and software’s used for HR.

Objective of the Study

The objectives of the research are: -
• To explore the role of Information Technology in Human resource
management.
• To find out the linkage between the HR productivity and IT.
• To examine the need of IT in Human Resource Management.
• To explore IT tools used by HR within origination.

Operational Definition
Human Resource Management
Human Resource Management (HRM) is the process of managing people in
organizations in a structured and thorough manner. The HRM includes the fields of
recruitment, retention of people, pay and perks setting and management,
performance management, change management and taking care of exits from the
company.

Information Technology
Information technology (IT) is the use of computers to create, process, store,
retrieve and exchange all kinds of electronic data and information. IT is typically
used within the context of business operations as opposed to personal or
entertainment technologies. IT is considered to be a subset of information and
communications technology (ICT).
HYPOTHESIS
Ho1: Information Technology has a direct impact on HR productivity.
Ha1: Information Technology has NO direct impact on HR productivity.
Ho2: Information Technology is cost effective for HR.
Ha2: Information Technology is NOT cost effective for HR.

Significance of the Study

The study is of great significance to the business organizations as it studies the
importance of technological tools applied by HR professionals, the changing role of
HR and need of information technology in HRM.

Type of Study
The type of study used will be Correlational to define the relationship between
Information Technology and Human Resource Management (HRM).

Type of Research Design

The research design used will be correlational which will show the need of balance
between the Information Technology and Human Resource Management (HRM).

Data Analysis Plan

The data collected will be organized and analyzed with necessary tools and
Techniques. Techniques such as descriptive analysis, factor analysis, correlation,
T-test etc, and some data analysis tools such as Excel, Tableau and SPSS will be
used for analyzing the data for the research
CHAPTER PLAN
1. Introduction
2. Review of Literature
3. Research Methodology
4. Data Analysis and Interpretation
5. Findings and Suggestions
6. Conclusion
7. Bibliography

TIMELINE

 Synopsis Submission: 30-10-2021

 Tools Finalization: 30-10-2021
 End of Data Collection: 31-12-2021
 Completion of data Analysis: 13-02-2022
 First Draft: 01-03-2022
 Submission: 30-03-2022

References
Dr. Aruna Deshpande (June 2021), Role of Technology in Managing HR
John Sumser, HR vs IT.
Richard D. Johnson and Hal G. Gueutal (2012), Transforming HR Through
Technology
https://www.intechopen.com/chapters/62362
Stacey Harris (2021), Introduction to HR Technologies