Hrm and Technology

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1.0 Introduction

In today’s rapidly changing business world, the need has arisen to harness the resources to its optimum use in order to gain success in the business arena. Technology plays a vital role as this applies to the most valuable resource of Human resource too. Technology has greatly influenced the transformation from traditional and personal management to a more strategic human resource management approach. The ongoing technology improvement has paved the way for quick access to obtain the preferred resource regardless of geographical and environmental barriers. The extent of technology use across various activities of HRM, especially in recruiting and selection covers from advertising positions, receiving applications, initial screening to final section. This particular search can be for entry level, middle level and high level position as appropriate, according to the external and internal factors of an organization. Huge cost reductions in HR have also been experienced through technology application, while, they have also led to adverse impacts such as redundancies and lay-offs. Communication development technology contributes furthermore, from the recruitment process to career development process through training and development, and creates resource personnel in the organization. Computer based testing leads to unbiased selections, arbitrating to effective and efficient Human Resource Management. Access to Human Resource Information systems (HRIS) has also helped to automate most of the functions of HRM to a greater extent and allows the HR activities to run in a less cumbersome and efficient manner. This report further outlines the adoption of virtual work and outsourcing as a result of modern technological evolution, and the benefits and impacts that technology has embraced towards Human Resource Management.


2.0 What is Human Resource Management?

According to Samson & Daft, “Human resource management refers to the activities undertaken to attract, develop and maintain an effective workforce within an organization”. In other words HRM is the function dealing with managing people within the employer - employee relationship (Stone, 2005). HRM function involves the productive use of people in achieving the organisation’s strategic business objectives and the satisfaction of individual employee needs. HRM is closely related to other management aspects, as its main objective is to improve the productive contribution of people. Human Resources Management encompasses a wide range of activities inclusive of identifying and deciding on staffing needs, hiring, recruiting and training the most suitable employees, ensuring and evaluating their performance, , and ensuring that the personnel and management practices conform to various regulations. It also includes activities relating to managing approaches for employee issues such as benefits and compensation, safety, employee records and personnel policies. (Snell & Sherman, 2004). Human Resource managers plan, administer and review activities relating to staff selection, training and development, conditions of employment and other human resource issues within organizations (Peters, 2004).

3.0 Objectives of using Technology in HRM

The study of HRM describes what human resource managers do and what they should do. While there are many definitions of HRM, its primary purpose is to improve the productive contribution of people within an organization. Until the last few years the discipline was known as personnel management. (Eddie & Smith, 2004).Now the term 'human resource management' is increasingly used in recognition of the importance of an organization’s workforce in contributing to the goals of that organization.

Today's human resource issues are enormous and appear to be ever expanding. The human resource manager faces a multitude of problems ranging from a constantly changing workforce to coping with...
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