The Influence of Technology in Human Resource Management

This document will serve as a guideline on the use of electronic communications and addresses major issues such as; email and cell phone usage, best practices, how we define appropriate use of email and cell phones in the workplace, the effective use of email as a business tool for internal and

The role of a Human Resource department is ever changing in today’s volatile business environment. Over the years HR have become strong strategic partners within an organization by providing functions such as recruitment,

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

Communication is the exchange and flow of information and ideas from one individual to another via the usage of the mouth. This can be through the telephone, fax mail, email, or the aspect of using the face-face entity at the workplace. Basically, this document will illustrate in detail on how to undertake the approach of involving better and improved communication ways that lead to better and positive outcome of the firm. In essence, this shows that the paper is intended to bring about a positive outcome that would be influenced by the presence of improved communication links within a workplace environment (Perkins, 2010).

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).

In an era that has long gone bye, machines have taken over the process of tracking an employee’s information. Thus HR will create an information specialist position(s) to input the information of an employee when he or she is first hired, then the computer will use that number to route information to the necessary programs for data storage. This business system will need to do all the tasks that once were done by the HR personnel.

Mobile technology is continuing to change the method of how we practice business communication in countless ways. It is very common nowadays for most people to own their own devices and bring them to work. According to Smith (2016) “The number of mobile phone users is estimated to rise to 4.77 billion in 2017” (p. 1). This changes the options for day to day communication between individuals. Information can be sent with a simple text, an e-mail, video chat, and all can be retrieved on their cell phones or wireless devices. Quickly one can gather team members and arrange a one on one meeting. Previously before the advancements in mobile technology, one would be required to schedule and arrange a meeting in a physical location, in addition to finding the proper time that could work into everyone’s schedule. At times, there may have been meetings that may have required members from other countries or states, they would have had taken the appropriate means of transportation to attend the meeting. Even with the land line phones

In every business or corporations, the human resource department has a minimum 3 step course requirement to fulfil; planning of staffing needs, recruitment and evaluation, and balance in training, performance and demand (Lorrette, 2015). The goal of the HR management is to achieve the highest level of job satisfaction and dedication among employees which helps retain the employees who can perform the job (Louis E. Boone, 2013). Thanks to technology

To communicate effectively in the organization between customers; e-mails, chats (WhatsApp/BlackBerry/Skype) and direct phone calls are most useful. E-mails are used as formal communication tool between different customers and can be archived for future need but it can be a reason to delay the response either by the user or by telecommunications’

The explosion of technology innovations within recent years has created a multitude of new and exciting ways for companies to conduct business. We now have technologies such as robotic manufacturing, electronic mail, online videoconferencing, and global networks to connect everyone and everything. Small and medium businesses are now able to cross all traditional boundaries that limited them in the past. Technology has fundamentally altered the way businesses are structured and changed the ways in which managers perform their duties. Communication is essential for any business and for a business to survive in this modern environment managers must effectively manage all of these technologies (Robbins, and Coulter 60).

Office workers and businesses are not limited to phone calls, meetings or mail to communicate with each other anymore. Electronic email can be used and not interrupt the recipient. 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

In today’s world of business, everything is computerized and most of the companies use the Internet and information business to help keep their quality, save time and also cost. It also can reach out to more customers worldwide. For an example, with a website in the internet, it would relay the message to millions of viewers worldwide regarding the product and service that the particular company can provide and indirectly saves cost in advertising in television and print advertisments.

There are many things to consider when choosing the right Human Resource Information System (HRIS) for an organization. Human Resource (HR) managers must consider important factors, such as business objectives, cost, infrastructure, personnel, and strategic planning. Namely, the HRIS must be cost effective, usable, and align with the organization’s strategic goals. Moreover, HR managers must understand the technical design of HRIS systems. According to authors Kavanagh, Thite, and Johnson, an HRIS is defined “as a system used to acquire, store, manipulate, analyze, retrieve, and distribute

As a child helping my father’s workplace by handing out employee handbooks or benefits packets I didn’t understand what Human Resources was or that I would, when grown, pursuing a career in this field. After switching my major I graduated back in 2011 with a degree in Business Management with a focus in Human Resources and Organizational Development. Immediately, upon graduation I joined the Human Resource field and I have been here ever since. When reviewing the positions I have held the past seven years against the ten HR Functions in the, Fundamentals of Human Resource Management – Sixth Edition (2016) by Noe, Hollenbeck, Gerhart and Wright, I found the majority of my work experience in human resources has fallen within three of the ten functions; employee relations, personnel policies, and employee data and information systems. I will focus on these three functions and illustrate through my personal work experiences relates directly to these HR functions.