Evolution And Application Of Technology

Many individuals have resorted to social media to connect with friends or strangers alike. Social media has also encouraged people to display private conduct to the public. Many colleges and businesses have resorted to viewing an applicant’s social media for work force readiness. I believe this is a good strategy, because it can eliminate competition in the work place.

One of the key roles of social media from a marketing perspective is the development of a client based platform. It is becoming an increasingly important part of any business’s marketing. Businesses can utilize existing online platforms to build networks of current and potential clients. By being active online allows businesses to connect with their customers in innovative ways to become a trusted source of information and convey the passion they have for their industry.

     A manager who focuses not on the structural aspect of technology but on the human resource implications would also see much positive value in the increased communication and networking. Framing the company as a family, the human resource approach would see technology as fulfilling the need for relationships and belonging that according to Maslow’s hierarchy need to be met prior to self-esteem needs and self-actualization. People will be most productive and happy when they feel interconnected in a web of relationships and communication. The principal trap of technology is that it can put an end to face-to-face meetings. This is important to avoid, and keeping people informed and involved in the decision making process requires both technological interfaces and traditional means. Still, technology is one very important tool, particularly in connecting geographically diverse

I’m going to discuss technology and the role it plays amongst recruiting and selection procedures. Technology has changed the process of HR recruitment and selection of applicants significantly and will continue to do so. Chapter 7 and 8 does not cover technology; however, I would argue that technology is a game changer when it comes to recruitment and selection. The reason I’m discussing technology is because I’m assisting with recruitment and the biggest challenge is our ability to expand our recruitment pool, since our technology resources are currently limited. Large organizations

Over the past few years technology has caused significant changes in the way enterprises conduct business.

Over the years, technology has become a major part for a business and for an individual as well. Technology has become so advance that it has made a major effect for the staff as well as for the customers. New technology has helped in many areas such as data and information storage, advertising, transportation and communication.

Utilising social media for business has been a strategy of human resource management in hiring process. Internet and technology has revolutionised the way people live and also led employers to attract and screen potential candidates on social media, such as Linkedin and Facebook (Zamaria C, 2007). The features of online platform make social media become a common method of attracting applicants for human resource function. For instance, the speed and no geographical limits are distinctive features of online recruitment (CIPD, 2010). A survey conducted by the US Society for Human Resource Management found that the number of organisations that reported using social media as an HR recruiting tool had grown from 56 percent in 2011 to 84 percent in 2015 (SHRM, 2016). Some researches reported that the use of social media is an inevitable trend of hiring strategy in the age of Internet; therefore, employers could not ignore the

Technology has altered our work habits, relationships, and roles within organizations. The classic role of the manager was to monitor performance, offer feedback, and generate reports. Technology now performs these tasks, leaving people with general management skills vulnerable. The development of Agile services, associated with self-managed teams and Gen Y, has further left middle managers isolated. Rapid turnover is commonplace since the recession. Deep operational knowledge, once associated with a lengthy tenure has evaporated.

Technology has optimistic effect also on internal process of organization. However, it also changed the way human resource manger work. The work and give support in what they contain turn into extra help communication centers. They circulate the information very quickly through computer, telephone, fax machines, printer and other advance devices. And they work

Technological advancements have the capacity to affect every aspect of the business world. With an exponentially growing communications sector, new communication technologies are constantly providing ways to improve and optimize business correspondence. The business world clearly values tradition; over time, most core business principles and methodology have remained the same. Business owners are sometimes weary of experimenting with new communication technologies because it is a blurred line between informal communication, and one that is simply quick and efficient. The adoption of new technologies has the potential to vastly improve business communications, saving businesses time and money, while promoting lateral communications. These new technologies range from devices to “apps”, but the focal points of this essay will be almost exclusively app-related and cover a couple emerging devices that are uniquely applicable to business environments.

Business technology these days can include a large variety of things such as... computers/laptops, networks and software applications, electronic whiteboards and smart boards, facsimile machines, telephones- landline and mobile, PDA devices (personal digital assistant) blackberry 's, MP3 players, television and video equipment. By using any one of these pieces of technology in the workplace as a leader/manager it can make scheduling and monitoring your jobs alot easier. Much of the technology used today is used in he workplace a good example of this is- instead of sending out letters today 's version using technology is sending an email. It 's quick, it 's easy and its efficient. Alot of mangers/leaders rely on today 's technology. It makes there work alot easier- and they can work alot more efficiently and effectively.

Social media gives employers the opportunity to see the true image of how candidates behave in a variety of real social situations, rather than the glimpse provided by the typical 20-30 minute, staged interview, in which the candidate will most likely behave differently anyways due to nervousness or stress. This can give great insight to what it will be like to work alongside a candidate.

The goal of any business is to be successful. Business’ need to hire personnel that can communicate clearly and effectively. This verbiage is noted in job descriptions for both blue collar and white collar jobs. Furthermore, company recruiters are actively engaged in finding qualified personnel, in a diverse job market. Additionally, jobs and potential employees are in global competition; do to technology, which has brought borders closer. One of the technologies, is social media, an internet based application; in which one can share information, ideas, career interests, etc. Facebook,Google+,Instagram, LinkedIn,

According to Frontier Business, “Around one-third of companies (33%) have specific technology budgets set aside for their marketing departments” (Frontier business). There are many ways technology is used in the workplace the main being in their production lines. Although technology causes some people to lose jobs, technology benefits the workplace because it is more efficient, creates new jobs, cheaper to use technology.

Employers are short changing themselves, their companies, their current employees, and their applicants when a good candidate is selected instead of a great one, simply because they have said enough buzz words in their interview. The interview portion of the process can even possess unreasonable bias to the applicant. Hypothetical questions about working in teams and working with clients allow the applicant to filter themselves, saying only what they think the employer wants to hear, focusing on strengths instead of weaknesses. Applicants who work in sales and are used to the practice of pitching products and services, will have their own sales pitch prepared and be ready to sell their product – themselves – as the solution to the employers hiring problem. Using social media when analyzing candidates can give an employer more unbiased information about applicants than the best resume or the longest interview.