Here is the most ongoing debated topic, ‘The impact of technology on human resource management’ in present world. There are various technologies being used in an organization everyday like information technology, projector, telecommunication systems, etc. This article will be mostly focusing on information technology as it is largely being used in every organizations or businesses day today activities. Here we will discuss some of the important variables connected with IT and HRM. To test the impact of these variables, we have quantitatively done surveys; questionnaires. The survey was conducted among the human resources department of four large companies of Al Ain, UAE. Based on the report, article talks about sample selection, methodology, research design and analysis of data performed. The outcomes are than compared with the hypothesis; i.e. technology has positive impact on HRM and IT usage takes recruitment, management, maintenance and development tasks to a different prototype. The major findings of the study proves that information technology has strong correlations with the identified variables; recruitment, management, maintenance and development activities. INTRODUCTION The functions of Human resource management in various organizations and companies have attained an incrementing value of strategy. The emphasis of HRM and these business strategies are well recognized. In order to satisfy the marketing needs of hard-working and qualified employees, an efficient and effective HRM should be taken to a high consideration. Information technology and human resource management are interlinked together as both of these alignments highly influence each other on a large scale. In the recent days, the professionals should h... ... middle of paper ... ... With the help of IT and its various applicable techniques the included strategies and procedures in order to manage the organizations could be achieved efficiently. Setting up technological information and ideas to manage all the employees is also a defying variable of this article. - Maintenance and development of tasks: Keeping a constant record of the progressing tasks and monitoring them critically in every department of the organization is an effective way to maintain tasks and identify out risks/issues and develop them accordingly. This variable requires technical approaches which is enhanced by the information technologies. - Technology itself: These days, it is commonly known that the proficiency of a technological device can be improved by a technology itself, therefore this paper discusses out the technologies used in major organizations of Alain.
HRM in any company is a weighty issue that needs much attention where business performance is linked to a HR strategy (Caldwell 2008; Ulrich et al. 2008). In the recent past, competition has become stiff, such that organizations need to come up with other means to compete in the extremely dynamic market world. Thus, companies have shifted their emphasis to Strategic Human Resource Management (SHRM) where they enhance and empower their personnel in order to increase the productivity and the services offered into the market (Mello 2006). This goes against the traditional ways of increasing the means of competition where organizations place emphasis on tangible resources. In the past, organizations competed in terms of machinery and acquisitions. This has changed greatly due to the changing customer tastes and the diversity of the market in the present (Delery & Doty 1996; Lengnick-Hall et al. 2009).
Human Resource Management involves the productive use of people in an organisation to collectively achieve the organisation's strategic business objectives. Human resource management also involves employer employee relationship and the satisfaction of the individual employer needs (Stone 2006, p. 4). It is an essential function of an organisation. It has become more prominent in recent years as organisations have to improve their productivity and international competitiveness. In modern times, no organisation can afford to rest on their laurels; to be competitive in the global marketplace, organisations need to rethink their strategies towards human resources.
A second development, which has shifted attention to workplace relations, is technology. Human resource management is playing an important role in helping organizations gain and keep a lead over competitors by becoming high-performance work systems. These are organizations that have the best possible fit between their social system (people and how they interact) and technical system (equipment and processes) (Noe-Hollenbeck,-Gerhert-Wright, 2003, p. 36).
... feedback which could be used for the advancement of the organisation. With the advent of Internet, HR teams can instantly find information about potential employees and can make suitable decisions before granting interviews. HRM haalso has an added responsibility of conducting technology based employee training like E-Learning, Video-Conferencing etc. These innovations are drastically affecting the way HR teams work, carry out internal and external communications and manage people within organisations. HRM is constantly familiarizing themselves with these technological innovations so that they can efficiently benefit from their use.
Organizational success or failure is dependent on a myriad of variables that can be challenging to measure and interpret. Success or failure can simply be luck and timing or an orchestrated and deliberate effort. As new technologies allow organizations the ability to rapidly measure and assess its internal and external environmental factors, more efficient strategies can be quickly implemented. The focus of this literature review is specifically on one of these mentioned variables. The paper will detail the relationship that Human Resources (HR) practices have with an organization’s strategic goals and vision.
Improved technology facilitates improved HRM functions like selection, training, recruitment, performance appraisal etc. Technology advancement results in quicker implementation of HR developments. The technology advancements improve HRM policies of organization which can be further implemented in an effective way. However, the technology advancements have also a negative impact on HRM policies, when technology advancements are introduced in an organization; the need of labor gets decreased and so is the employment rate. As a result, the need and demand for high skilled employees who can cope with the advanced technology gets increased which increases the manpower and training
The utilization of IT development and characteristics for effective managing of the Human resource management (HRM) applications and functions is Human Resource Information System (HRIS). It is systematic procedure for storing, maintaining, recovering and collecting data which is required for the Human Resources (HR), Organizational Characteristics and personnel activities by any organization. Human Resource Information System (HRIS) can vary according to the organization size and can be informal in small organization in context to time cards and payroll records. The main aspect in the corporate success of huge organizations depends on the integration of company’s Information Technology (I.T.) and Human Resource (HR) and the coordinated strategic management.
Although HR technologies have been quite popular in the last few years, they have been around for several decades. HR management can be seen in the last century, with division of labor and aptitude tests to identify special talents for special jobs (Hendrickson, 2003). In the 1980s, HRIS became popular because of Enterprise Resource Management (ERP) applications and the move from computer systems to client server technology (Hendrickson, 2003). This trend was based on the idea of transformation of transactions into business processes and data into information (Hendrickson, 2003). However, in the 1980s, there was a significant unavailability of skilled workers, especially in the technology sector, which was when HR started to become a productivity tool (Hendrickson, 2003). By the 1980s HRIS systems included a set of features and functional capabilities to attract, retain, and compensate employees (Hendrickson, 2003). By 2000, the HR software industry had added other functions, such as recruitment, benefits management, time management, payroll, compensation management, learning management, expense reporting and reimbursements, and performance management (Hendrickson, 2003).
To perform a well maintained operation management it is essential for the people in it to maintain the product and service design, process selection and management technology, design of work system, location planning, facilities planning, and quality improvement of the organization’s products or services. There are some scopes by w...
Technology is a leading factor in completive organizations, because it is so prominent today. Technology is the third way HR can create a competitive advantage for an organization. By creating a technology friendly HR where employees can access all information at any time in a timely manner.
One of the first explicit statements made on Human resource management was given by Michigan School (Fomburn et al, 1984) where they said that human resource systems and the organization structure should be managed in a way that is congruent with organizational strategy. Human resource management is a strategic approach of managing people in an organization. It is also sometimes considered synonymous to personnel management. Miller (1987) suggests that HRM is all about those decisions and actions concerning the employees at all levels and are related to the strategies that aim to gain competitive advantage. HRM is a wide discipline which deals with recruitment, induction, payroll, employee management, time management, performance appraisals, training, retirement, termination and other. A very important aspect of HRM is performance management, which involves informing company‘s goals and mission to the personnel, setting standards of performance, evaluating and measuring them, helping employees to improve and grow further. The goal of HRM is to help an organization to meet strategic goals by attracting and maintaining employees, and also to manage them effectively.
Human Resource Management (HRM) can be defined as “the set of programs, functions, and activities designed and performed in order to capitalize on both employee as well as organizational effectiveness. It is a management function that helps organization in recruiting, selecting, and training, developing and managing
Human resource management is the strategic and coherent approach to the management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" (HR) have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. Human Resource management is evolving rapidly. Human resource management is both an academic theory and a business practice that addresses the theoretical and practical techniques of managing a workforce. (1)
The main purpose of Human Resource Management is to increase the effectiveness and contribution of employee’s attainment of organizational goals and objective (Youssef, C.). Many areas of HRM have been discussed in this course. Those areas are EEO and Affirmative action, Human resource planning, recruitment, and selection, Human resource development, compensation and benefits, safety and health, and employee and labor relations. All these categories have an impact on how an organization is managed. Although there are many things that impact a business, the most important thing about managing a business is selecting the right people to help the company succeed.
Changing Roles. Traditionally, HR has been an administrative position-processing paperwork, benefits, hiring and firing, and compensation. However, recently HRM has moved from a traditional to a strategic role, the emphasis is on catering to the needs of consumers and workers. Before, HR was seen as the enemy and employees believed that HR’s main purpose was to protect management. Now, the position requires HRM to be more people oriented and protect their human capitol, the staff. In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century.