Hrm and Technology

As the global business environment becomes increasingly competitive, more and more organisations are targeting human resources as a means of strategically gaining competitive advantage. Strategic human resource management (SHRM) is a constantly evolving process which is concerned with providing a strategic framework that supports an organisation’s long term business goals. The logic behind this is that organisations are using new innovative technologies to provide qualitative low- cost solutions, and are trying to manage their human assets more effectively (Wright,

Information Technology has grown in popularity and has advanced over the years. Information Technology is used in a wide number of different fields, one of which includes Human Resource Management. As of 2017, all the information we’ve ever needed or wanted to know can be searched and found online. With all of this information at our fingertips, we as a society have become more advanced. However, Information Technology has its opportunities and challenges. The opportunities of Information Technology include: having the access to various jobs portals and job boards, communication is made easier, and decision making is made easier. The challenges of Information

Technology is evolving more and more every day, making it nearly impossible to be employed without at least some knowledge of technology such as cell phones, computers, and the internet. As a result of the consistent increase in technology, human resource management (HRM) is evolving into a technology based function in many organizations. Several HRM services have been made available through the use of technology, changing the face of HR from a person to a portal. The practice of human resource management has drastically changed as companies provide universal access to HR services through technology and web based applications. The term E-HR refers to the use of web-based technology for human resource service delivery (Johnson, 2011).

The implication of IT on HR strategies is diverse since HR strategies flow from business strategies. A business strategy such as obtaining competitive advantage leads to emerging of HR strategies e.g. performance management, reward strategy and employee resourcing strategy. Thus ICT can be used effectively to source, develop and retain competent employees, reward them

I would like to go into Human Resources as a career. Human Resources is described as the department of a business or organization that deals with the hiring, administration, and training of personnel. I would like to go into the recruitment process for a company. Finding the right candidates who qualify for the job and who will be a good employee to the company. To increase the effectiveness for a business. The technology that is good for recruitment is “e-recruitment web portals were employers post positions and qualifications needed for a specific job” (Karehka Ramey). This technology has made it easier for employees in the HR profession to advertise jobs and hire new employees. “Before the

There are two purposes that HR technology serves in an organization. The first is to improve the efficiency of employee data and HR activities collection. At Xerox, the use of HR technology has been instrumental in making HR services more accessible to their workforce. The second purpose of HR technology is to capture a greater degree of informational data that enables HR planning and managerial decision making. Again, Xerox made use of this aspect by supplying intranet employee surveys and tracking employee views on the company and HR. The

Human Resources Management is an area that is constantly growing and changing to meet the new demands and challenges of a forever-evolving work force. What was once labeled "personnel" and associated with a reputation for being highly administrative and dealing solely with lots of paperwork, the field has transformed itself into the strategic entity it is today. The changes, however, haven't stopped there. While bringing both pros and cons along with it, technology has spearheaded into the forefront of human resources management.

Strategic Human Resource Management has been developed to give companies a competitive edge over other companies. Since widespread access to and the use of technology have resulted in tighter margins for maintaining a competitive edge,

Initially human resource management (HRM) has had a people-oriented approach but currently there has been a radical shift, with the competitive demands of the marketplace there is a requirement for reorientation of strategic human resource philosophies and practices, emphasis are being given to a knowledge-based administration using technology as a tool.

Managing people is the method for manager to make sure that all people in their organization work effectively and with high standard. Besides, people management ensures that work finished with best results (Davids Gill, 2015). Moreover, managing people have to reward employee performance and find out value of their talent then try to build up them, and people management also have to deal with strategic, financial and policy issues. The purpose of this essay is defining managing people and identify impact on organization performance.

In today’s business environment, organizations are adopting the latest technologies in order to make the organization’s processes more organized and fruitful. There are several various technological tools that have been initiated through the information technology system, which has become very effective for organizations in order to compete in a proper manner. The Human Resource Information Management is one of the major tools from information technology, which is contributing effectively to the human resource functions of an organization.

The main purposes of human resources are to attract, select, motivate, and preserve skilled personalities. Today, organizations use many technological innovations such as telework, virtual teams and web base job applications. Technology also made possible people to work from their homes. As a result of technological improvements and the new work environment today, companies are able to hire people from other parts of the world. Human resource departments seek for best suitable

These tasks are often seen by administrators as tedious busy-work performed by skill-specific clerical managers with limited connection to the mission and goals of the company. This area of company functions is the quantitative component that administrators access to calculate total workforce costs, compensation, and employee turnover. Strategic elements of Human Resource Management include recognizing that people are a key organizational resource. Over the last two decades there has been a significant shift in thinking regarding the role that people play in the success of businesses. In

Today’s face of human resource is more portal and less face to face interactions. Most organizations now provide

The management has to recognize the important role of Human Resource Department in order to successfully steer organizations towards profitability. It is necessary for the management to invest considerable time and amount, to learn the changing scenario of the HR department in the 21st century. In order to survive the competition and be in the race, HR department should consciously update itself with the transformation in HR and be aware of the HR issues cropping up. With high attrition rates, poaching strategies of competitors, there is a huge shortage of skilled employees and hence, a company 's HR activities play a vital role in combating this crisis.