TECHNOLOGY AND HUMAN RESOURCE MANAGEMENT

                                                                    Image Source

The world has become a global village. The great development in communication, technology, computer and internet have brought the organizations closer and changed the functioning of the business world in great way. With the impact of technology many business functions are done with speed and accuracy with computers and internet including human resource management.

In recent years, human resource management (HRM) has gone through rapid transformation due to information technology (IT) in selection, efficiency of recruitment, motivating, developing and retaining employees. A survey of leading consultation firms indicated that technology and talent management are the two primary drivers of change in HRM. The current HRM work has gone through a fundamental change due to the continuous innovations in technology (Stone, et al., 2015).

IT has enhanced the standards of performance management, learning and development opportunities of the employees, saving time and money, reducing expenses, and storing data to make analysis and decisions. The human resource managers, job seekers and employees can obtain information related to human resources and services through the internet or an organization’s intranet or web site. HRM has become more strategic and flexible with more focus given to customer satisfaction.

Organizations have implemented a systematic procedure through IT to collect, store, retrieve, maintain, and validate data which is named as human resource information systems (HRIS). The data is used by organization for its personnel activities, human resources, and organization unit characteristics. Further management can use these data as a decision-making tool (Jain, 2014).

Disadvantage of IT in HRM

The growth of IT has shrink the job opportunities in the organization which has resulted in a large number of employees losing their jobs and if knowledge in IT is less the applicants can’t get the desired jobs. New IT systems can be expensive and the organizations may face difficulties in implementing same and it might be risky from data security point of view (Rohilla, 2017).

Global example on IT in HRM

Nissan Motors after it’s collaboration with Renault, has over 130,000 employees worldwide. To function successfully it needed standardized HR practices. In 2010, CEO Carlos Ghosn introduced HRIS and his aim was automating and transforming the HR services in the whole organization. The strategy behind HRIS implementation was standardization of all HR practices throughout the organization around the world. Some of the immediate benefits due to HRIS were an effective way of sharing information which was HR centric. The new forum also allowed employees to make changes in the HR related information or benefits relation about them instead of waiting to fill forms and HR personnel doing it (Gupta & Banerjee, 2013).

.

References

Jain, V. K., 2014. Impact of Technology on HR Practices. International Journal of Informative and Futuristic Research, 1(10), pp. 25-37.

Stone, D. L., Deadrick, D. L., Lukaszewski, K. M. & Johnson, R. D., 2015. ResearchGate. [Online]
Available at: https://www.researchgate.net/publication/265685423
[Accessed 29 June 2018].

Gupta, R. & Banerjee, P., 2013. HRIS at Nissan: a new era in human resource management. [Online]
Available at: https://www.researchgate.net/publication/264820251_HRIS_at_Nissan_a_new_era_in_human_resource_management
[Accessed 11 July 2018].

Rohilla, J., 2017. Role of Information Technology in Human Resources. International Journal of Advance Research, Ideas and Innovations in Technology, 3(2), pp. 566-569.