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…
Download full paperFile format: .doc, available for editing
Extract of sample "The Impacts Of Technology Toward Human Resource Practices"
Download file to see previous pages
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
...Download file to see next pagesRead More
DECLARATION This is to be stated that all the content in this thesis/dissertation is a result of my own research efforts. The content has not been produced without any individual’s help, neither is it influenced by any individual’s work. The contribution of few researchers has been included in the thesis/dissertation, however, they have been given due credit at all instances.
Tesco stores extend from small Tesco Express to big Tesco Extras and supermarkets in the UK. It generates approximately 86% of the total sales from the United Kingdom. It is also working in 12 other countries of the world including, Japan, China, and Turkey. Recently Tesco has opened its stores in the United States.
Of course needless to say implementing a new technology is an expensive one. A lot of time, staff and money is involved in implementing a new payroll system in a company. Once the system is installed then it has to be upgraded which means all the manual records have to be converted into electronic records.
ethods and models have been proposed by different theorists; these models have been successfully implemented in various organizations; however strengths and weaknesses are also attached to these approaches. This discussion includes an illustration of different approaches
This study basically draws on the policy based convergence/divergence parameters for the continuous analysis for a proper articulation of the HRM strategy at broader level though its theoretical underpinnings are based on the need to focus attention on the evolving environment of competition.
The quality of the product should always be of high standard.
The service side concentrates mainly on providing services to the customer. Customer care section plays an important role on deciding how good a company is and should be taken seriously at all times.
With effective HRM, corporate culture and new forms of organising (NFO), Fremap is able to satisfy customers, compete successfully, grow the business, conduct operations, and achieve corporate goals.
According to Joan Enric Ricart, a professor of Business Policy, Sandra Sieber and Silviya Svejenova, doctoral candidates of the IESE Business School at University Navarra in Spain, there are various forces that affect the acceleration of competitive change: increased globalisation, time-based competition, continuous short-cycle innovation, and technological change.
This report focuses on how two practises have helped improve their employees and the entire partnership system. Waitrose management has incorporated a wide range of tangible tools to fuel the levels of employee satisfaction and further motivate them, nurturing its employees to attain higher levels of education in their respective fields.
The transformation of the human resources management (HRM) is a result of a wide range of complex challenges faced by today’s modern business. Hence the renovation of human resources today is a result of brisk changes in the businesses due to globalisation. Due to
Human resource management is the work that is used commonly to define all those activities of an organization that are concerned with selecting and recruiting, planning work for, developing and training, rewarding and appraising, controlling, motivating, and directing workers.
4 Pages(1000 words)Essay
GOT A TRICKY QUESTION? RECEIVE AN ANSWER FROM STUDENTS LIKE YOU!
Save Your Time for More Important Things
Let us write or edit the essay on your topic
"The Impacts Of Technology Toward Human Resource Practices"
with a personal 20% discount.