The Effect of Technology on HR Dynamics
The Effect of Technology on HR Dynamics
The role of the human resources professional is ever evolving and it’s now trying to reach new heights by the use of smart technologies.
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.
Noe et al. (2007) claimed that e-businesses create many challenges for HRM departments because of the fast pace of changes on information technology. HRMs are required to continually update their skills requirements and then recruit and train people to meet these requirements.
Walker (2001) stated that HR technology can help organizations meet their business goals and objectives by: * Helping managers deploy their workers more efficiently. * Ensuring that workers receive proper training and development. * Offering new insights on how to increase productivity. * Enabling employees and managers to receive needed information faster. * Reducing HR administrative costs and assisting with better employee assessment and selection
For a time, HR was considered primarily as an administrative function but times started changing since the time HR organizations deployed self-service technology. The time which was earlier spent on focusing on doing time intensive repetitive tasks can now focus on more strategic tasks. HR personnel are better able to focus on their core activities instead of fielding employee inquiries and processing employee transactions.
Its only now that HR groups started realizing the value of the exhaustive and extensive information, collected via the self-service applications and stored in their corporate databases The progressive HR organizations are learning how to use employee data to offer better
The role of the human resources professional is ever evolving and it’s now trying to reach new heights by the use of smart technologies.
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.
Noe et al. (2007) claimed that e-businesses create many challenges for HRM departments because of the fast pace of changes on information technology. HRMs are required to continually update their skills requirements and then recruit and train people to meet these requirements.
Walker (2001) stated that HR technology can help organizations meet their business goals and objectives by: * Helping managers deploy their workers more efficiently. * Ensuring that workers receive proper training and development. * Offering new insights on how to increase productivity. * Enabling employees and managers to receive needed information faster. * Reducing HR administrative costs and assisting with better employee assessment and selection
For a time, HR was considered primarily as an administrative function but times started changing since the time HR organizations deployed self-service technology. The time which was earlier spent on focusing on doing time intensive repetitive tasks can now focus on more strategic tasks. HR personnel are better able to focus on their core activities instead of fielding employee inquiries and processing employee transactions.
Its only now that HR groups started realizing the value of the exhaustive and extensive information, collected via the self-service applications and stored in their corporate databases The progressive HR organizations are learning how to use employee data to offer better