The Impact of Information Technology on Hr Management: Opportunities and Challenges

1612 Words May 20th, 2013 7 Pages
The Impact of Information Technology on HR Management: Opportunities and Challenges


Information technology is advancing at an alarming rate across different fields and practices. One major area of concern is how information technology is developing in the HR management practice. Based on the works of Ball (2005), technology in the human resource management, IT has been very important in all the practices. In fact, it is realized that the development of technology has advanced a great revolution and change in the HR management field. Basically, there are opportunities and challenges that come along with the advancing technologies in the HR management practice. These are the main points of
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In this context, David (2006) explained that the modern organizations have exploited the great opportunity that IT has provided for the human resource management practice. In this context, it is possible to train employees who require more skills without compromising the time they need to be productive in the workplace. A case in point is highlighted by Broderick and Boudreau (2001) who observed that following the increased development in IT, organizations have ceased the opportunity of using long-distance training. This is a type of training where employees of an organization can be trained away from the workplace for instance at home. In this case, the employees engage in some form of training during non-work hours. This has eased the HR management in the context that employees do not have to sacrifice their time at work, to engage in different training sessions. The biggest challenge in this context is observed in the works of Ball (2005) who noted that some training may require physical presence of the trainee and the one being trained. In this context, some practical works may not be trained online and thus IT in such a case may not adequately apply in providing effective training.

Impact of IT on Monitoring and Evaluation

Additionally, once an organization has recruited people to work and play different tasks, Martin et al. (2005) observed that the role of monitoring the individual performance