How Technology Affect HR Case Study
1. How has technology affected HR processes?
The principal goals of HR in organizations are to attract, select, motivate, and retain talented employees in their roles (Katz & Kahn,
1978). These goals have become extremely important in recent years because organizations compete on the basis of the skills and talents of their workers (Huselid, 1995). Technology has transformed the way HR processes are currently managed, mainly in terms of howorganizations collect, store, use, and disseminate information about applicants and employees. In addition, it has altered the nature of jobs, job relationships, and supervision. Innovations such as telework, virtual teams, andweb-based job applications are due to commensurate innovations in technology. Apart …show more content…
Perhaps the most essential question regarding the efficacy of e-recruiting is "Does it attract talented and diverse applicantswho can perform successfully in organizations?" Although few studies have addressed this question, those results indicated that e-recruiting attracts greater numbers of applicants, but not higher quality applicants as compared with traditional recruiting technologies
(Chapman &Webster, 2003; Galanaki, 2002). Furthermore, the increased volume of applicants increases administrative and transaction costs (Stone et al., 2005). Even though one study did find that e-recruiting attracted applicants with higher levels of drive, achievement, and persistence than traditional recruiting, that same study found that e-recruiting also appealed to job hoppers with unfavorable backgrounds (McManus & Ferguson, …show more content…
For instance, some studies found that older applicants, ethnic minorities, and women were less likely to use e-recruiting than Anglo-Americans (e.g., Kuhn & Skuterud, 2000;
McManus & Ferguson, 2003), thus limiting the degree to which organizations meet their diversity goals (see Stone et al., 2003;
Stone, Lukaszewski, Stone-Romero, & Johnson, 2013 for a more thorough discussion). One reason for this is that some ethnic minorities
(e.g., African-Americans, Hispanic Americans) still have less Internet access at home, and others (e.g., older individuals and women) often have higher computer anxiety and lower computer-self-efficacy than their counterparts (Johnson, Stone, & Navas,
2011; Pew Internet & American Life Project, 2010; Wallace & Clariana, 2005). Notably, the differences between traditional and e-recruiting may be less problematic as younger, more technology-oriented applicants enter the workforce.
In contrast to the studies that focused on applicant characteristics, other research on e-recruiting has focused on characteristics
The principal goals of HR in organizations are to attract, select, motivate, and retain talented employees in their roles (Katz & Kahn,
1978). These goals have become extremely important in recent years because organizations compete on the basis of the skills and talents of their workers (Huselid, 1995). Technology has transformed the way HR processes are currently managed, mainly in terms of howorganizations collect, store, use, and disseminate information about applicants and employees. In addition, it has altered the nature of jobs, job relationships, and supervision. Innovations such as telework, virtual teams, andweb-based job applications are due to commensurate innovations in technology. Apart …show more content…
Perhaps the most essential question regarding the efficacy of e-recruiting is "Does it attract talented and diverse applicantswho can perform successfully in organizations?" Although few studies have addressed this question, those results indicated that e-recruiting attracts greater numbers of applicants, but not higher quality applicants as compared with traditional recruiting technologies
(Chapman &Webster, 2003; Galanaki, 2002). Furthermore, the increased volume of applicants increases administrative and transaction costs (Stone et al., 2005). Even though one study did find that e-recruiting attracted applicants with higher levels of drive, achievement, and persistence than traditional recruiting, that same study found that e-recruiting also appealed to job hoppers with unfavorable backgrounds (McManus & Ferguson, …show more content…
For instance, some studies found that older applicants, ethnic minorities, and women were less likely to use e-recruiting than Anglo-Americans (e.g., Kuhn & Skuterud, 2000;
McManus & Ferguson, 2003), thus limiting the degree to which organizations meet their diversity goals (see Stone et al., 2003;
Stone, Lukaszewski, Stone-Romero, & Johnson, 2013 for a more thorough discussion). One reason for this is that some ethnic minorities
(e.g., African-Americans, Hispanic Americans) still have less Internet access at home, and others (e.g., older individuals and women) often have higher computer anxiety and lower computer-self-efficacy than their counterparts (Johnson, Stone, & Navas,
2011; Pew Internet & American Life Project, 2010; Wallace & Clariana, 2005). Notably, the differences between traditional and e-recruiting may be less problematic as younger, more technology-oriented applicants enter the workforce.
In contrast to the studies that focused on applicant characteristics, other research on e-recruiting has focused on characteristics