Title of the Article: The Role of Information Technology in Improving Human Resources

Career Development. Authors: Efa Wahyu Prastyaningtyas, Abu Muna Almaududi Ausat

, Lili Fadli Muhamad, M. Indre Wanof,Suherlan.

The purpose of the article is to investigate and discuss the impact of information

technology on the career development of human resources (HR) professionals. The article aims

to explore how the integration of IT tools and systems has transformed various aspects of HR

career development, emphasizing the role of IT in enhancing efficiency, access to information,

skills development, networking, and more.

The article's main idea is that information technology has had a substantial impact on

several elements of human existence, including the career growth of HR professionals. The

article emphasizes that it does not rely on original data collected through field research, but

rather on secondary sources and laboratory analyses. The study methodology consists mostly of

systematic keyword searches in digital media and scientific sources. The research focuses on

academic literature, journal articles, and essays published after 2015, and the scope of the paper

is limited to sources related to the topic. The study is qualitative in nature, with approaches such

as active listening and thorough documentation of important information used to gain insights

and develop conclusions. The study's goal is to improve knowledge of the examined literature by

stressing methodical structure and data reduction. After data reduction and presentation, a

detailed analysis is performed to find patterns and variations. The study's goal is to collect

trustworthy information that can be used to improve understanding of the function of information

technology in HR career development.

The article's research findings demonstrate how IT has transformed skill development

and training. E-learning systems and online courses enable HR professionals to improve their
skills through educational films, simulations, and interactive materials. Webinars and video

conferencing provide real-time training and learning from subject matter experts, increasing

access to education. It also claims that information technology simplifies the job search process

by giving recruitment websites and online platforms where businesses can post job openings. HR

professionals can save time and effort by searching for employment openings, submitting

applications, and communicating with recruiters electronically. The article underlines the

importance of professional networking platforms such as LinkedIn in connecting with

colleagues, mentors, and other HR professionals. These networks allow the flow of knowledge,

provide useful insights, and create chances for joint initiatives and professional growth. HR

management has been altered by information technology, which has enabled the use of HR

management systems (HRMS) and performance management systems (PMS). These systems

improve employee information management, including personal data, job history, performance,

and career development. They also enable data analysis and AI techniques to be used to generate

strategic strategies for HR career development. The article recognizes potential barriers to

effective use of IT in HR career development, such as access restrictions, a lack of training, over-

reliance on technology, security and privacy issues, and reluctance to cultural change. These

issues must be addressed for successful IT integration. While IT is important in HR career

development, the article underlines the importance of the human element. Interpersonal skills,

leadership traits, effective communication, and the ability to adapt to change are all essential for

career success. Information Technology should be viewed as a tool to help people advance in

their careers, not as a replacement for these crucial human abilities.

The article examines how information technology-enabled human resource management

systems and performance management systems (HRMS and PMS) can be utilized to efficiently
monitor and assess employee performance. These systems enable human resource professionals

to collect and evaluate data on employees' job history, performance, and career growth. This

information is critical for evaluating performance, defining performance goals, and finding areas

for improvement. HR departments can use information technology to analyze and report on data.

Organizations may make data-driven decisions about employee performance and career

development by employing analytical and artificial intelligence (AI) capabilities. This leads to

more effective performance management by allowing firms to make decisions based on

quantitative data rather than subjective assessments. It also emphasizes the importance of

striking a balance between IT automation and the human element. While IT solutions can help

with performance management, the human aspect is still essential. This acknowledgment of the

relevance of human skills, leadership, and communication in performance management enables a

comprehensive approach to analyzing and improving employee performance. It also covers how

IT helps professional networking via platforms such as LinkedIn. These networks can help HR

workers connect with peers, mentors, and industry experts. This type of networking can help

with performance management by allowing individuals to learn from others, get insights, and

receive mentorship, thereby increasing their performance.

The article supplements the textbook's performance management ideas by highlighting

how information technology may support and enhance many parts of performance management.

It emphasizes the value of data-driven decisions, goal planning, continuous learning, and

networking, while also emphasizing the necessity of human skills and communication in the

performance management process.

 References

1. Aguinis,H (2013). Performance Management Third Edition. Pearson