Human Resource Management and the Impact of Information Technology Is the impact of information technology changing Human Resource Management? Information, technology impact is changing the whole concept of how the work place is managed, and I will point out the changes and enhancements to Human Resource Management and the employees. The information technology can save everyone time and expense once he or she learns how to use it efficiently. Human Resource will be impacted more than any other department. Human Resource Department must be a leader in the implementation of emerging technologies. HR departments are harnessing technology to meet their goals to enhance efficiency and reduce cost, but most importantly, they are providing better service to their employees ("HR Logical"). Systems are being implemented in the organizations that allow Human Resource Departments to enhance their efficiency for transportation of data, enabling them to store, manage, and analyze critical employee data without requiring the user to actually maintain the data. The new systems allow employee's access to Human Resource information. They can retrieve and print information quickly and easily ("HR Logical"). Information technology is transforming the way human resource managers do their jobs. Functions traditionally performed by Human Resource Management has changed or been eliminated due to the new information technology. As a result Human Resource Management has had to change from being personal specialist to becoming internal consultants and analysts who must understand technology and what it can do for their organizations ("IT Changes"). "These new information systems demand a level of technical sophistication and managerial skills ... ... middle of paper ... ...ssues of hardware or technology ("Technology"). Bibliography: Work Cited "HR Logical Choice for Intranet Implementations" Computing Canada 23 Feb. 1998. Vol. 24 Issue 7 p39 Business Source Elite. Online 14 Nov. 2000. "Human Resource Implications of Information Technology in State Government" Public Personnel Management. Spring 1994. Vol.23 Issue 1 p31. Business Source Elite. Online 14 Nov. 2000. "IT Changes Way Public Sector HR Managers Do Their Jobs" PA Times. May 2000 Vol. 23. Issue5. P5 Business Source Elite. Online 14 Nov.2000. "Net Gains to HR Technology" Workforce. Apr. 2000. Vol.79. Issue 4. P44. Business Source Elite. Online 14 Nov. 2000. "Technology and Managing People: Keeping The "Human" In Human Resources". Journal of Labor Research. Summer 2000. Vol. 21. Issue 3. P447. 15p. MasterFILE Premier Online 18 Nov. 2000
The drawbacks to these types of programs are very few. They all streamline the processes of employee compensation, time keeping, benefit schedule and timeframes for evaluations for improving productivity. These chores used to be done by hand, filed by hand, and updated by hand, this could be, depending on the size of the company and the number of employees, a daunting task, expensive in and of itself. However, having said that these programs make an HR professionals’ life a bit easier, one would tend to think about those individuals in the workforce who are not computer literate and therefore may be unable to access such programs. It is true that time will correct this situation as most school age children today have learned computer literacy but until then a solution must be made available for this factor. Other than the problem of the computer illiteracy these programs are viable and a valuable tool to help in sust...
University of Idaho. (2014). Information Technology Services: Appendix 1: ITS Analysis of Strengths, Weaknesses, Opportunities and Threats. Retrieved from http://www.uidaho.edu/its/strategic-plan/appendix-i.
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
The next step for AES is to establish a human resource information management (HRIM) system. A HRIM system will allow employees to access information contained in the HR manual through a company intranet. A HRIM system could also help AES employees track their training and development, look for courses to take, search for job openings or cross training opportunities throughout the company, and locate benefit information. As AES plants become more geographically dispersed, a HRIM system will help to communicate the company’s values and strategy to all employees.
Nigro, Lloyd G., and Felix A. Nigro. The New Public Personnel Administration. Itasca, Illinois: F.E. Peacock Publishers, Inc., 1994.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
... 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.
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In conclusion, technology in the workplace is a very good tool. This can save time, improve profits, and communication. Like any tool it is useless unless one is skilled in the use of it. A truly progressive company would train a current employee to be proficient in its use instead if eliminating them. By doing this, the employer would gain not only a newly invigorated worker, but their loyalty as well. Companies large and small would benefit to analyze themselves periodically to see how the employee likes their job. Maybe then they will realize that employees make the company, not the reverse.
Also, technology has been a major factor for the addition of Autonomy in the workplace in the past ten years. Video calling services through companies like skype, have allowed employees to be free from the confines of the office space (TR). Technology has given employees the option to work from anywhere they feel the most comfortable. Moreover, technology has also brought lower cost to companies, because they no longer have to fly employees to distant locations for meetings. Also, I want to add that it has decreased the size of the office
Improving employee productivity through the usage of technology can be a double-edged sword. When considering making an investment into a new technology, it’s important to find the right balance between functions and features that best benefits your business and increases employee
With the introduction of Human Resources, people in an organization have taken a new role. Long gone were the days when an accountant is a clerk. In today’s day and age, an employee is an asset for that company. They are a major investment and companies thrive in protecting their interests and development. Human Resources (HR) have developed and now is a full fledged field. Most companies have some sort of Human Resource management. Basically where there is hiring and firing, there is Human Resources activities involved. Whether it is a small firm or a large corporation, Recruitment and Selection is needed in every kind of organization.
The Impact of Information Technology on Individuals, Society and Organizations Information systems and information technology are important in supporting, maintaining and enriching many aspects of livings. They bring benefits to lives of individuals, operations of business and the functioning of society but there are also drawbacks associated with technology and information system. Both good and bad impacts of information system and technology to individuals, organisations and the society will be discussed in detail in the following paragraphs.
Clifford, J. P. (1994). Job Analysis: Why do it, and how should it be done? Public Personnel Management. Volume 23. Pp. 321-340.