Impact of Technology on HRM

Better services to the line managers

Both HR and line managers primary interest is the success of

the business. The human resource’s main function is to support
the workforce needs of the organization. Strategic planning
between HR and line managers is important for reviewing
projections concerning future business demands to determine
whether to train current employees, to prepare them for
promotion or to recruit candidates with the higher level of skills
to supplement the current employee knowledge database.
 Effective recruiting

Nowadays, organizations have realized that effective recruiting

cannot be done without the use of IT. Organizations now use
job portals on the internet to search for the best candidates for
the position. The process has become more effective with the
use of the internet as many people come to know of the offer
and hence increases the probability of hiring efficient
employees.
 Data management

• HR technology makes use of a cloud-based system to

store important employee data. This ensures that the
data is available all throughout the day. Additionally, it
makes sure that it is safeguarded even in the case of a
physical disaster.
 
• Since all of the data is stored on cloud-based servers,
paperwork is kept to a minimum. With a few clicks, we
can access documents, handbooks, and training
manuals.
 Training and Development

A lot of training nowadays is done digitally and

tailored to individual needs. It enables HR teams to
keep track of progress and evaluate the effectiveness of
established objectives. HR departments use online
training sessions and webinars for employee
development. They're also great for teams that are
spread out across the country.
 Application Tracking System (ATS)

An ATS is a Type of software that handles a

recruitment process, namely by sorting through
thousands of resumes, to determine which ones are
the best fit for the position for which they were
submitted.

For organizations that receive high volumes of

applications, the ATS is a valuable time saver,
filtering out unsuitable applications, and essentially
doing the first round of CV reviews. After that, it’s
saves time by automatically sending notification
emails to unsuccessful candidates.
 Advantages
Decrease of absenteeism.
Saves time & Money.
Improves the efficiency of HR Team.
Helps to make better decisions.
Organizations can access a broader pool of employees as the
geographic tie to an “Office” are diminished.
 Disadvantages
Job opportunities may shrink. A large number of employees become
unemployed.
It can encourage laziness.
It affects relationships at work.
It can cause distractions at work.
It poses risks.
Underdeveloped or developing countries can’t recruit the required
number of technical knowledge oriented employees.
 Conclusion
 It is clear that technology has had a positive effect
on the internal operations of organizations. But it has
also changed the way of HR manager's work.

 IT has an influence on all sectors of HRM in terms

of planning and management, recruitment,  training
and development.
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 Decisions can be made faster, jobs may be more

clearly defined and communications with both the
community and employees can be enhanced.