Managing Technology Innovation for the Human Resource Management Perspective - Essay Example

Student Name: Tutor: Title: Human Resources Technology Course: Date the Brief was drafted: 30th June 2014 Title of Brief: To what extent does HR technology add to an organization’s competitive advantage? Issue: Human resource technology plays an important in creating competitive advantage within organizations. The implementation of technology means adaptation to change that sometimes experiences resistance from members of the organization. Dogmatic beliefs can override the sense of reaping the benefits of embracing new technology in the functions of the organization. Change accompanies introduction of new technology within the organization and hence requiring breaking from traditions to adopt new ways of performing functions. Robust misconception problem comes about during technology implementation. Resistance to change is always imminent and organization has the duty of preparing everybody before the change is affected. New technology injects efficiency and effectiveness within the organization contributing to saving of resources (Vosniadou, 2004). The manner in which technology is applied in human resource has to allow the workforce to adapt smoothly without a problem. The social-technical theory calls for a balance between the social function and technology application within the organization. This brief explores the extent to which human resource technology add to the competitive advantage of the organization. Background The biggest challenge when it comes to application of technology in organization is demonstrated by the social-technical systems theory. This theory advocates for striking a balance technical and social subsystems within the organization (Wiser & Amin, 2001). The management should not lean on one side and forget the other. Staff training and development should go hand in hand with the implementation of new technology in the organization. The theory assumes that technical and social systems have to be designed in parallel, the aftermath of change has to be dealt with by the affected groups; and the technical-social system has to be an ongoing process that has reviews and evaluations (Chanda, 2007). The diagram below shows the application of technical-social theory. In many organizations technology development are normally implemented without considering the negative impact on the workforce. Many organizations have integrated technology in their human resource functions in order to enhance performance. All conservative beliefs that are misconceived have to be overcome before integration of technology in human resource functions in an organization. Otherwise there will be indescribable resistance if agents of change or generally all members of the organization are not prepared for technology implementation that is accompanied by change. The attitude of employees towards change is very important. Discussion and Analysis Technology is very important in human resource and has contributed to the realization of competitive advantage within organization. Effectiveness and efficiency have led to saving of company’s resources that may have been wasted owing to bottlenecks and human error. Creating competitive advantage is important in making the organization survive in a tough and competitive market. Provision of high quality service can be aided by human resource technology (Spencer, 1995). According to mental models transformation theory a defined collection of personal beliefs can be considered as comprising of a mental model. A mental model refers to an internal concept representation or an inter-related system of concepts that has similarities to the external structures represented (Waddill & Marquardt, 2011). The adaptation of change in organization particularly where new technology is applied becomes a challenge since there are dogmatic beliefs that need to be overcome. Flawed mental models as well as false beliefs are adamantly resistant to change since they have been ontologically or laterally miscategorized (Jamrog & Overholt, 2004). The application of technology comes with adaptation to change or news ways of performing functions within the organization. The management has to do everything possible to overcome the misconception carried by false mental models that will undermine introduction of technology within the organization. New technology in organization has led to better and informed decision making that ensure proper use of resources within the organization. Technology application has also ensured that response to change in many organizations is quick and flexible hence empowering agents of change within the organization. Technology in human resource has resulted into polarization of skills owing to technological change in organizations (Boudreau & Ramstad, 2006). Many skills can be learnt, developed and applied in the production of goods and services within the organization. Call centers and tele-working has assisted organization in keeping pace with their customers need. Call centers can make the organization gather a lot of data about consumers and hence serve them better. Tele-working enable international organization like Nestles, McDonalds, Telstra and Coca-Cola to organize meeting without incurring additional costs. Technology has an impact on the behavior of people within the work settings. Such aspects include the nature of social interaction, as well as intensity and pace of work; specific design of the pattern of work of an individual which include skilled being applied, control over work and organization of work. Social networking that has been enabled with the coming of the Web has increased connectivity. The use of CCTV has brought about serious ethical challenges where some workers feel that they are being spied on by the management (Dauda, 2009). On the positive side, the use of CCTV cameras has led to improved levels of accountability and avoidance of blame game in case of a mistake since everyone is accountable for his actions. Companies like Dell and Apple Inc. have tried to use technology to facilitate human resource functions. Human resource technology has played an important role in the development of competitive advantage in the organization. Technology has contributed to provision of better services to line managers and supported effective communication with workers (Bogardus, 2009). Human resource technology also serves as a pipeline that connects personal policy to personal processes in the entire organization leading to facilitation of human resource management in the company. Human resource technology offers important data for the purpose of strategic personal decision-making and facilitating faster acquisition, as well as analysis of information for the human resource assistants. Human resource technology has increased efficiency in organization hence resulting in reduction in employee costs in terms of training and development as well as other costs (Condrey, 2010). Social media like Facebook and Twitter have assisted organization in doing surveys about their products and how to serve the customers better. Moreover, this social network sites have been used for marketing organization’s products or services. Fun pages have been common trend particularly on Facebook. Many of the Millennials getting into the job market anticipate high use of technology. Human resource technology has to be upgraded to make sure there is candidate interaction maximization and utilization of social media as a mode of communication (Vosburgh, 2004). Virtual offices and e-learning have reduced the need for huge spaces for many organizations that invested heavily in human resource technology. Ignoring to adapt to technological change and implementation in an organization will make the organization to lag behind. Being conservative and dogmatic can make an organization be overtaken by events and hence dislodged from being a market leader to a mere follower. Rigidity in work functions and operations will be the order of the day if an organization ignores implementation of human resource technology completely. Options/Implications Socio-system theory as applied in the implementation of technology in the organization many be accompanied by change to organizational structure, job design, and human processes. Application of technology within the human resource sector will also require supported and trained workforce. Efficiency and effectiveness describes the characteristics of an organization that has implemented human resource technology successfully. Successful implementation of human resource technology calls for collaboration of all members within an organization without exception. The management has to consider training employees before implementation of any form of new technology in the organization. Recommendations The application of technology within the organization is inevitable. However, it has to be done with caution and objectively in order to ensure that everyone within the organization is on board. Resistance to change with advancement of new technology can happen if the workers have not be prepared adequately about the change or they have just been overlooked. The threat of mental models and false beliefs is a reality that impedes successful implementation of change in organizations particularly where new technology is involved (Chi, 2005). Model mental conflicts have to be dealt with while implementing change in the organization since it leads to distortion of ideas. In many technology developments are implemented without trying to consider negative consequences on the workforce. Thorough preparation and briefing members of the organization on the impending change owing new technology is crucial in order to avoid resistance. References Bogardus, A.M., 2009, PHR / SPHR Professional in Human Resources Certification Study Guide, John Wiley & Sons. Boudreau JW & Ramstad PM. 2006, Talentship and Human Resource Measurement and Analysis: From ROI to Strategic Organizational Change, Human Resource Planning, 29(1). Chanda, A., 2007, Strategic Human Resource Technologies: Keys to Managing People, SAGE Publications India, New Delhi. Chi, M. T. H. 2005, Common sense conceptions of emergent processes: Why some misconceptions are robust, Journal of the Learning Sciences, 14: 161–199 Condrey, S.E., 2010, Handbook of Human Resource Management in Government, John Wiley & Sons, London. Dauda, Y., 2009, Managing Technology Innovation: The Human Resource Management Perspective, Peter Lang, London. Jamrog J & Overholt M. 2004, Building a Strategic HR Function, Human Resource Planning, 27(1): 51–62. Spencer, L.M., 1995, Reengineering Human Resources: Achieving Radical Increases in Service Quality--with 50% to 90% Cost and Head Count Reductions, John Wiley & Sons, London. Vosburgh R. 2004, Introducing the HRPS Knowledge Areas, Human Resource Planning, 27(1): 7–10. Vosniadou, S. 2004, Extending the conceptual change approach to mathematics learning and teaching, Learning and Instruction, 14, 445–451. Waddill, D. & Marquardt, M., 2011, The e-HR Advantage: The Complete Handbook for Technology-Enabled Human Resources, Nicholas Brealey. Wiser, M., & Amin, T. 2001, “Is heat hot?” inducing conceptual change by integrating everyday and scientific perspectives on thermal phenomena, Learning and Instruction,11: 331–353. Read More