The role of Mobile in Human Resources Management Introduction Technology development is one of the most powerful driving forces. It form differently the way we engage, work, live, communicate and also the way commercial activity is conducted. The application of scientific knowledge and digital business communication developments have make various organizational work activities. The method that organizations perform their work activity is currently connection to living concepts such as electronic commerce, digital business, consumer relations, human resource development etc. Information technology totally infuses Human Resource Development (HRD) processes and Human Resource Management (HRM) departments in present time world wide networking period of time. For more than a period of ten years now, digital state hasbeen challenging traditional processes of Human Resource Management services within the business and public organizations. In 1980s Information Technology used for HR functions used to administrative processes, mainly payroll processing. In 2006s organizations uses the scope of Human Resource Management applications such as knowledge acquisition services, compensation management, or performance management. Technology which exert the lines of artificial intelligence, wireless solutions, networked virtual and speech synthesis reality. Many organizations are taking necessary steps to provide great work activity schedules to safe the employee’s rest hours and to produce great result use of employee is work time. m-HRM: AN INTRODUCTION Human resource managementis the strategic approach to the organizations great valuable assets – its employees. Organizations with powerful Human Resource systems are more desirable to address... ... middle of paper ... ...l human resource management practice: a Guide to people management. Kogan Page. 3. Ashwathappa, K. (2007). Human ResourceManagement. Tata McGraw Hill. 4. Beer, M., Spector, B., Lawrence, P. R., Quinn-Mills, D., & Walton, R.E. (1984).Managing Human Assets. New York Publishers, NY, 1-10. 5. Bell, B. S., Lee, S. W., & Yeung, S. K. (2006). The impact of e-HRM on professional Competence in HRM: implications for the development of HR professionals. Human Resource Management, 45(3): 295-308. 6. Bondarouk, T., & Ruël, H. (2009). Electronic Human Resource Management: challenges in the digital era. International Journal of Human Resource Management, 20(3): 505-514. 7. Bondarouk, T. V. & Ruel, H.J.M. (2005, Nov 4-5).Quantitative Study in a Dutch Ministry, paperpresented at 4"' international conference of the Dutch HRM network, Enshede, t h e Netherlands.
Noe, Raymond A., et al. Human Resource Management: Gaining a Competitive Advantage. 7th ed. New York: McGraw-Hill/Irwin, 2010. Print.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
There are many new forms of technology coming out in to the world making daily tasks
This has been reflected in the organization’s human resource strategy which is consistently changing to accommodate the evolving core competencies (Davis, 2013). The increased uptake of technology as an essential part of the human resource strategy is an example of how the institution is keeping up with times. Technology advancement is one of the areas that the organization continuously seeks to leverage to improve efficiency and combat outcomes. Through technology, the organization sees the opportunity to get the most out of their workforce. Training and development is a key component of the human resource strategy.
Many different types of workers are constantly connected to work. They work even when they are away from their jobs, often at nights, on weekends and on vacations,
As a small nonprofit social IT company established in 2001, Digital Divide Data (DDD) has various human resources (HR) challenges. One of such human resources challenges includes lack of financial resources which has prevented the company from attracting unskilled labor. The second human resources challenge facing the Digital Divide Data is the inability to retain its internally-trained managers and high-performing operators. This difficulty comes as a result of the insufficient finance to maintain the internally-trained managers who are highly sought for in both Cambodia and Laos. So overall, the current human resources challenge facing DDD is the difficulty in attracting unskilled
During the past decade, the internet has revolutionized and changed the way organizations do business by offering rapid communication systems and enhanced information access and innovation of technological advancements have created a brave new workplace. Further, the internet enables organizations to decrease expenses, reduce product life cycle time, market goods and services more efficiently (Anandarajan et al, 2000). However, with these kinds of benefits, the internet provides employees with a technique
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").
It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.
When we first began this course, I was not sure what to expect since Human Resource Management is such a broad topic that can easily be left open to the interpretation of others. This course has opened my mind to all of the possible functions and job responsibilities that come with working in human resources. During this time together, we have studied the government regulations that set high expectations for our industry regarding fair treatment of employees, job applicants, prospective applicants, and the human resource representative. We also ventured to discuss the job satisfaction piece that influences productivity, efficiency, and influencing a positive employee morale in the workplace. One of the final topics we addressed, was the use
A. Technology Finally Advances HR. Workforce 79.1 (2000): 38. Academic Search Elite -. Web. The Web.
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
In the first place, computer technology can not only improved quality of working but also enhance student’s learning. In the modern society, computer technology becomes more popular in many companies. The reason is that it is able to improve working efficiency and quality. If every worker has abilities to operate and use computer technology, they can save more time to do another things. This means individuals can spend less time on working to do the same quantity of works as before. Most importantly, improving working efficiency and quality is favorable for business operating in the future. For example, more and more companies like to use digital technology to analysis their data. Digital technology is a kind of computer technology that is always used in business. The information created by digital technology and used by others will grow faster than anything else. The Economist reported in 2010 that data management and analytics are worth more than $100 billion and are growing at almost 10% a year, roughly twice as fast as the software business as a whole (Orange, 2014). This is a dramatic increase in working efficiency that is caused by computer technology. Besides, computer technology could also be used to predict further performance of a company, which is
The rapid development of information systems and technology brings some positive effects to individuals. In order to use information systems effectively, individuals need to acquire skills and knowledge on using different computer technology. Take an example of an individual working in a project on market research, he needs to learn the way to use spreadsheets for analysing the data. The new knowledge acquired by the individuals will lead to upskilling effect. The innovation of technology brings a lot more new channels of communication, such as e-mail and instant messaging applications, it increases interaction between individuals. The barriers of location is eliminated by technology, people can communicate with one another in anywhere around the world through Internet. In addition, virtual office and work from home are becoming a common practice for companies, people can enjoy more flexibility in working locations and hours, and this is particularly beneficial to individuals who have young children at h...