The Impacts Of Technology Toward Human Resource Practices - Essay Example

? Topic: Lecturer: Presentation: Introduction Human resource management is one field that has evolved over a long period of time with new practices emerging as new generations emerge. Technological advancements have revolutionalised all aspects of our lives be it business or social life. Some people blame technology for eroding jobs as we move from manual jobs to use of machinery which requires skilled labour while others praise it for enhancing efficiency and effectiveness. One thing for sure is that technology has had a lot of impact on human resource practices and this will be the subject of discussion. First, the paper will discuss what technology is and the various types of technology that have come up over the years. Then the paper will analyse how these new technologies have impacted on the way HR professionals carry out their jobs or in general human resource practices such as recruiting, selection, training, performance management, knowledge management and how work is organised and lastly, the challenges faced by HRM. Technology is liked by some as well as dreaded by others especially conservatives who do not like changes. What is technology? Waddill and Marquardt (2011: 4) define technology as “any innovations humans have developed, any tool that aids us in extending and interacting with our environment.” The first technology to be developed in the fifteenth century was the printing press (Parry & Tyson, 2007; Waddill & Marquardt, 2011). This technology enabled publishing, communication, and distribution of knowledge. The computer was the next big thing in the twentieth century followed by the web 2.0 in the twenty first century (Strohmeier, 2007). These will be discussed in the rest of the paper. Technology continues to make HRM more efficient and effective especially in the information age. It also enables access to information and to join people electronically through groupware. Costs of doing various HR activities have been reduced through use of e-HR such as self service, e-selection, e-recruiting, and Human Resource Information Systems (Hendrickson, 2003). It also saves time and increases efficiency by standardizing routines and enabling the HRM to focus on strategic issues rather than administrative tasks as well as enhancing communication and collaboration. When the printing press was introduced in fifteenth century, the HR work was made easier. Instead of writing a lot of information using pen and paper such information could be typed and published thus saving time for other purposes. Furthermore, communication was enhanced as employees and stakeholders could access published material easily (Dessler, 2008). However, it was the invention of the computer and the internet in the twentieth and twenty first century that revolutionalised the field of work. Before computers, HR professionals handled files and documents manually thus a lot of paperwork. This made it difficult to access information when required and wastage of time and money as such costs of maintenance were high. Now professionals just need to feed information on the computer and create files for easy access (Benson et al. 2002). Information required can be printed and paper work was minimized. Information technology through use of the internet has completely changed human resource practices. The use of e-HR has enabled the professionals to conduct most of their work efficiently and effectively. One practice that has been affected is staffing. Traditionally, HR professionals put adverts on the media for potential candidates to apply for positions through written applications. Today e-recruitment and e-selection has eased this process. Candidates now access the information on the internet and apply online hence reducing paperwork (Dessler, 2008). Information gathered is kept on database and can be accessed in future. The internet also allows HR to conduct online tests and select candidates thus making the process more efficient. Computer-networked technology has enabled learning in the workplace through e-learning. It is designed using programming codes such as hypertext mark up language (HTML), Dreamweaver MX, flash, JavaScript and hosted on a server or learning content management systems (LCMS) (Waddill & Marquardt, 2011: 29). Contrary to earlier periods when employees attended classes for training where training was face-to-face, now learning can be online, through audio and video, discussion boards and charts or virtual worlds. Here there is no face-to-face communication thus reducing costs of hiring facilities and handling tedious logistics of course management as employee use self-service (Benson et al. 2002). The LCMS is interfaced with enterprise resource planning (ERP) system for efficiency. This enables customized learning, progress tracking, collaboration, and delivery of content in real time in multiple formats. Human resource information systems (HRIS) are another technological invention which allows for efficient management of knowledge and avoid loses as employees leave the company (Gardner et al. 2003; Lippert & Swiercz, 2005). This is an integrated system for acquiring and storing data for analysis and decision making thus allowing HR professionals to play a strategic role in the organisation. Data on employee performance, demographics, selection and staffing, performance appraisal, personnel planning, application requirements and job characteristics among others are kept in a database for easy retrieval and for use in decision making. Through ICT work patterns are changed and collaboration enhanced through teleworking. Individuals do not have to be physically present at the workplace as they can use the internet to communicate. Furthermore, different individuals can work together in a project through teleconferencing, virtual teams, videoconferencing, and electronic workgroups (Strohmeier, 2007). Internet has also enhanced flexibility in work schedules allowing for more individuals to work at home part-time or full-time using ICT such as e-mail. The human resource portal is another outcome of developments in technology and allows for shared access to information content, communications and collaboration using a single point of access (Parry & Shaun, 2007). It also allows for employee and manager self-service. The Really Simple Syndication (RSS) feeds present in a portal allow notification of new information before it is sought. Technology advancements have resulted in increased efficiency and effectiveness in terms of saving time, reducing costs, allowing collaboration, and shifting role of HR to a strategic one thus allowing for competitive advantage (Hendrickson, 2003). However, HR faces numerous challenges while adapting to these technologies. First, they have to learn new competencies and keep up with changing trends. Second, they have to deal with employees who are resistant to change and develop skills for managing change especially when it affects employee skills. They also have to make the right decisions on the technologies to pursue and how to deal with law and regulatory environment (Strohmeier, 2007). References Benson, A.D., Johnson, S.D. and Kuchinke, K.P. (2002) The Use of Technology in the Digital Workplace: A Framework for Human Resource Development. Advances in Developing Human Resources, 4(4): 392-404. Dessler, G. (2008) Human Resource Management. New Jersey: Pearson Prentice Hall Gardner, S.D., Lepak, D.P. and Bartol, K.M. (2003) Virtual HR: The Impact of Information Technology on the Human Resource Professional. Journal of Vocational Behavior, 63(2): 159- 179. Hendrickson, A. R. (2003) Human Resource Information Systems: Backbone Technology of Contemporary Human Resources. Journal of Labor Research, 24(3):381-394 Lippert, S.K. and Swiercz, P.M. (2005) Human Resource Information Systems (HRIS) and Technology Trust. Journal of Information Science, 31(5): 340-353. Parry, E and Tyson, S (2007) Technology in Human Resource Management: The Means to Become A Strategic Business Partner. In John Storey. Human Resource Management: A Critical Text. 3rd edn. London: Thomson Learning, 235-248. Strohmeier, S. (2007) Research in e-HRM: Review and Implications. Human Resource Management Review, 17: 19-37. Waddill, D.D and Marquart, M.J (2011) The E-HR Advantage: The Complete Handbook for Technology-Enabled Human Resources. Boston, MA: Nicholas Brealey Publishing. Read More