Effect of Technology on HRM (Coursework Sample)

Diversity: HUMAN RESOURCE MANAGEMENT
Name
Institution
Impact of technology on Human Resource management
(a) Overview of the trend.
With more eyes on HR trend technology than ever before, there are rapid changes that are taking place. Until the recent past, most human resource information systems have developed in-house approaches to support more complex businesses. Technology has shifted the role of the project manager to that of a consultant to an increasing number of HR systems (Wang & frank, 2013).
HRM and technology have a broad range of influences on each other, and HR professionals and personnel must adopt technology that allows re-engineering of the HR function.
Despite the rapid advances in HRM, the rapid changes in the information technology, most human resources, information process and systems in use today are older. In additional, to the study of 712 members of the association of Human resource systems professionals reported by Nielson, the age of core HRM systems is 5.5 years before the time purchase. It is reasonable that companies will hesitate to revamp their HR systems without considerable thought. The reason is that; time, cost and resources to implement a new system and process can be extensive. The study showed that, for companies with 600 employees’ records, the time to implementation was nine months and for companies with 30000 employees’ records the time to implementation was 17 months.
Technology has provided a proper managerial climate for innovation and knowledge based businesses. Most of the companies have used the technological techniques in the HR function. The companies have already adopted the technology have already enhanced the effectiveness, speed and cost containment. Virtual HR is emerging because of the growing nature of IT and increased structural options. The main impact of being that, it has created an IT based workplace. One of the results of IT is that, it enables the creation of an IT –based workplace which should lead to what the manager’s top priority, the strategic competence management. Advances in IT will hold the promise of meeting the many challenges of more strategic HR personnel and managing the available resources of technological change in the future. Improvement in IT holds to meet and improve challenges of HRM as attracting, motivating, and retaining employees and meeting the demands for more strategic HR function (Wang & frank, 2013).
(b) Current literature
The study carried out indicates that more than 90 % of the HR departments operate efficiently in an improved form of computerized Human resource management. In a research carried out by the Institute of manpower research, shows that a number of key changes were identified to have a positive impact on the use of technology. The changes included the development of the HR function which resulted in the closure of many centralized IT function. Today, many and the majority of the HR function are networked. The value ERP is its ability to integrate other functions with HR function under one vendor and the general HR standards. In the most of the leading ERP, systems, some of the ERP software systems permit the use of software allows the use of the internet to reduce transaction costs. Statistics show that ERP software was used to track the movement of 5000 employees across 100 locations and calculate their salaries accurately; the processing was considered effective because the cycle time was reduced from four days to four hours. The accurate, time efficient information delivered to the managers improved the quality and the speed in decision making. Currently, one of the key values of an organization management process in organizations is that they force companies to adopt an advanced cross function view of the organization, and it also leads to the integration of the information and processes (Wang & frank, 2013).
A recent development in the functionality of the HRM systems has moved client /server based systems to web based systems. The result is new options for the self-service routine for various HR functions. The main challenge in the e-HR is the alignment of the processes in the HR function according to the future e-business challenge. Currently, in most companies, a change from e-HR from a paper intensive environment represents a significant cultural change and more specifically to the employees. The systems offer different search capabilities such as those for conducting organization in researches related to human resource management and the main result generation options. According to research conducted last year, more than 80% of the respondents used or had plans to use an HR portal. Organizations are using HR portals for company communication (70 %) incumbent policy and procedures, (25%), training (35%), HR record keeping (22%) and other areas like employment information and recruitment use 5 percent (Wang & frank, 2013).
(c) How companies should deal with it.
Technology has many advantages to companies. Application of digital technology can minimize administrative costs, lowering speed response times, increased productivity and enhanced customer service. Effective management of human resources and employees has a vital role to fulfil in the performance, delivery and success of companies. The application of IT includes recruitments and selection, training and development, pay and benefits and emphasis on key HRM strategies. The current research shows that, IT has a significant...