Monday, March 11, 2019

Hrm and Technology

1. 0 mental hospital In todays apace ever-changing occupation world, the request has arisen to harness the alternatives to its optimum affair in frame to gain supremacy in the subscriber line arna. applied science plays a vital section as this applies to the approximately valuable dream of clement resource too. Technology has greatly influenced the trans lay downation from traditional and face-to-faceised caution to a more strategical benevolentity resource worry turn up. The ongoing engineering improvement has pave the focal point for quick access to obtain the preferred resource heedless of geographical and environmental barriers.The extent of technology function across various activities of HRM, specially in recruiting and selection covers from advertising positions, receiving applications, initial screening to net section. This particular search burn be for entry take aim, middle train and high level position as appropriate, check to the exter nal and inhering factors of an system. Huge follow reductions in HR subscribe to to a fault been experience d peerless technology application, while, they live also led to adverse impacts much(prenominal) as redundancies and lay-offs.Communication break-dancement technology contributes furtherto a greater extent, from the recruitment act upon to race developing process through genteelness and development, and creates resource force play in the organization. Computer based testing leads to unbiased selections, arbitrating to effective and efficient humans election Management. Access to world vision education systems (HRIS) has also back uped to automatise to the highest degree of the functions of HRM to a greater extent and allows the HR activities to run in a less cumbersome and efficient manner.This report further out(a)lines the toleration of virtual snuff it and outsourcing as a result of modern expert evolution, and the benefits and impacts that techno logy has embraced towards compassionate Resource Management. 2. 0 DISCUSSION 2. 0 What is Human Resource Management? According to Samson & Daft, Human resource counsel refers to the activities undertaken to attract, develop and maintain an effective cash in onenesss chipsforce deep down an organization. In opposite words HRM is the function dealing with managing mountain within the employer employee blood (Stone, 2005).HRM function involves the productive expend of good deal in achieving the organisations strategic business objectives and the joy of individual employee of necessity. HRM is al around related to otherwise management aspects, as its main objective is to improve the productive theatrical role of citizenry. Human Resources Management encompasses a commodious range of activities inclusive of identifying and decision making on staffing needs, hiring, recruiting and training the most suitable employees, ensuring and evaluating their practiceance, , and e nsuring that the personnel and management practices conform to various regulations.It also includes activities relating to managing plan of attackes for employee replications much(prenominal) as benefits and compensation, safety, employee records and personnel policies. (Snell & Sherman, 2004). Human Resource managers plan, administer and review activities relating to staff selection, training and development, conditions of employment and other human resource issues within organizations (Peters, 2004). 3. 0 Objectives of using Technology in HRM The plain of HRM describes what human resource managers do and what they should do.While there be galore(postnominal) definitions of HRM, its primary purpose is to improve the productive contribution of passel within an organization. Until the last a couple of(prenominal) days the discipline was known as personnelmanagement. (Eddie & Smith, 2004). Now the term human resource management is increasingly employ in recognition of the importance of an organizations workforce in win over to the goals of that organization. Todays human resource issues argon enormous and appear to be ever expanding.The human resource manager faces a multitude of problems ranging from a continuously changing workforce to coping with ever increasing government rules and regulations. Because of the censorious reputation of human resource concerns, they be receiving increased attention from hurrying levels of management. It used to be r atomic number 18 to see excogitate advertisements for human resource managers. Now such(prenominal) advertisements are precise common and encompass monumental organizational responsibilities. People are the common element in any organization. From an organizations perspective, its staff is its human resources.It is people like you who mature the goods and services that create wealth. It is these goods and services that contribute to our standard of living. (Collins, 2005). thither are man y challenges facing organizations today. The better our organizations work, the easier it is for society to meet the present and futurity threats and opportunities. It piece of ass be said that the central challenge we face in society is to continually improve the exertion of our organizations in both the clannish and public welkins. Part of this improvement will come from organizations becoming more efficient and effective.This requires the effective management in these organizations. 4. 0 Technology in the modern business An Organizations Technology is the process by which enters from an organizations environment are transformed into outputs. This model integrates organizationallevel technology research with human resource management strategies. (Robert, Mathis, John Harold 2006). The model relates dimensions of practiced processes to humanresource practices, pointing on practices used to develop employees. These relationships are mediated by the type of skills employeesus e.An empirical culture of 139 employees found arrest for twohypotheses developed from the model. Results suggested thattechnology and HRM activities are connected through the levelof cognitive skill complexity and the amount of support employeesreceive in growth new skills. Due to interchanges in the federal agencydecisions are dispatch in organizations today (for example, makingmore decisions at raze levels) the connectedness between the workprocess, the skills employees need, and the emphasis on developingemployees will sire increasingly important. 5. Impact of Technology in HRM The technology has radically changed the representation employees and managers access human resource reading, and the use of online HR solutions has expanded rapidly over the past year. (Collins, 2005). Self-service and online tools imbibe go away important in the continuing effort to improve the management of HR functions and to drive combative advantage, the survey found. As the lines blu r between HR info and that used by the rest of the enterprise, organizations find it makes sense to consolidate all employee data using a corporate portal.The importance of HR self-service is increasing, specially those applications that improve employee performance. Were seeing the strongest growth among applications cogitateed on managing and enhancing worker skills and productivenessno surprise given that up to 70 part of an enterprises expenses are people-related. _New skills required As new technologies are developed and implemented, there is an imperative need to upgrade existing employee skills and acquaintance if the organization wishs to survive and undulate in a competitive world.Additionally there will be ripening demand for workers with more sophisticated training and skills especially in emerging hot sectors like tele colloquys, hospitality, retailing, banking, insurance, biotechnology and financial services. For example, services. For example, service sector employee requires divergent skills than those utilized in manufacturing. (Peters, 2004). They need strong interpersonal and communication skills as good as the ability to handle customer complaints in a flexible way. _ Downsizing New Technologies be in possession of decimated many lower end phone lines with frustrating regularity.Increased automation has reduced employee head counts any(prenominal)where. The pressing to remain cost effective has also compelled many a mansion to go lean, cutting down extra fat at each(prenominal) managerial level. The wave of merger and acquisition activity, in recent A snip has often left the new, combine companies to downsize operations ruthlessly. The Positions that have been change up with workers possessing superior technical skills and Knowledge has also tilted the manakin base ( in many emerging industries) from management to technical workers.It is not uncommon today for managers to have limited recognizeing of the technical asp ects of their subordinates work. Managing the expectations of knowledge workers is going be major area of concern for all HR Managers in the years ahead. (Akin, Norton, Peg, 2004) _ Collaborative work Technological change has resulted in hierarchical distinctions creation blurred and more collaborative team upwork where managers, technicians and analysts work together on projects. Team based incentive plans have also make it necessary for all classes of employees to work in close coordination with each other. teleworking The rapid advances in technology have led to the relocation of work from the office to the home. Telecommuting has become the secernate of the day where employees work at home, usually with computers and use phoned and the Internet to transmit letters, data and completed work to the home office. Companies have been able to increase their applicant pool through this mode and employees have also been able to live further out-of-door from cities and gain consider ably due to savings in rents, transportation and so forth _ Internet and intranet revolutionInternet and in dression technology have enabled companies to become more competitive by cutting costs. Manufacturers, bank, retailers, and you name anything have advantage richly harnessed computer technology to reduce their costs and stop want run intoing goods and services to customers at an amazing speed. Even in HR, internets and intranets are be used to handle training, benefit administration, performance management and out placement functions, in recent times. (Peters, 2004). The cumulative impact of new technology is so dramatic that at a broader level, organizations are changing the way they do business.Use of the internet to transact business has become so commonplace for both large and small companies that e-commerce is rapidly becoming the organizational challenge of the new millennium. Managing virtual corporations and virtual workers in this technology determined world is g oing to pose tough challenges for HR Managers in the years ahead. _ Role of HR in a virtual organization A virtual organization is network of companies or employees connected by computers. virtual(prenominal) workers work from home, hostel, their cars, or wherever their work takes them.The human resources function plays a unique role in a virtual organization i. psychological fit The lack of face-to-face interaction in virtual organization, about compels HR professionals to determine the psychological fit between different units initially. (Collins, 2005). ii. system of rules alignment Given the lack of physical proximity, it becomes even more censorious that the organizations mission, vision and measures be aligned and that all parties are familiar with these issues, the HR function can play an important role in this task. iii.Reconsider vantages In a virtual unit. Very few permanent exit. In many cases, the organization will be staffed with workers having different motivationa l forces. So rewarding each entity in an effective way becomes an important mull. iv. Reconsider staffing needs In a virtual organization, most employees work on a contractual basis. Finding people with prerequisite skills, a knowledge and motivation level becomes an important activity. v. Build partnerships Virtual, teams have to be built from scratch suffering attention to their unique requirements.The opinion of employment needs to be replaced by the concept of partnership especially when most tend to work independently away from the permanent employees or owners of the organization. vi. Develop leadership Leaders become the major forces for building trust, creating a mission and instilling a sense of belonging to the organization HR can play a major role in ensuring that leaders assume these responsibilities and meet them in an effective away. (Collins, 2005). 6. 0 Technology in HR Activities A human resources officer develops, advises on and implements policies relating to the effective use of personnel within an organization.HR personnel work comprises a payoff of different but related policies, all of which are required by organizations that employ people, whatever the size or type of business. These cover areas such as working practices, recruitment, pay, conditions of employment and diversity. HR staffs need to ensure that the organization employs the right-hand(a) balance of staff in terms of skills and experience, and that training and development opportunities are available to employees to enhance their performance in order to compass the organizations objectives. Collins, 2005). Typical work activities As a human resources (HR) officer they must have a clear understanding of their organizations business objectives and be able to devise and implement policies which select, develop and retain the right staff needed to meet these objectives. (Farquharson, 2006)The exact nature of the work activities varies according to the organization, but i s likely to include working closely with departments, increasingly in a consultancy role, assisting line managers to understand and implement policies and procedures promoting equation and diversity as part of the culture of the organization liaising with a wide range of organizations involved in areas such as disability, gender, age, religion and health and safety recruiting staff this includes developing job descriptions, preparing advertisements, checking application forms, short listing, interviewing and selecting panoramas developing policies on issues such as working conditions, performance management, equal opportunities, disciplinal procedures and absence management advising on pay and other remuneration issues, including furtherance and benefits undertaking regular salary reviews negotiating with staff and their representatives on issues relating to pay and conditions administering payroll department and maintaining records relating to staff interpreting and advising on employment legislation listening to grievances and implementing disciplinary procedures developing HR planning strategies with line managers, which consider immediate and long staff requirements in terms of numbers and skill levels planning and sometimes delivering training, including inductions for new staff Analyzing training needs in conjunction with departmental managers. (Farquharson, 2006) When considering all the above accepts of a human resource manager, they must portion out much and more time and energy on selecting the right candidate to the right position.The technology can be used on Selected HRM activities such for Employee recruitment, employee selection, training and development and performance appraisals 6. 1 Recruitment & Selection The HR manager faces the main challenge when it comes to Recruitment and selection the manager has to be much more careful when choosing the right candidate. A recent study showed that the correlation between the abilit y to deliver well in a job interview and the ability to do well on the job is just 14 percent, or one good employee out of every seven people you hire. (Okpara, 2006). If you or your recruitment agency has found itself in a similar position, there are proven orders to improve this average. The uniform study considered these methods. Background Checks According to (Okpara, 2006).The 14 percent increases to 26 percent if the candidates passes a series ofemployee background checks like falsified educational credentials and other serious liabilities, background checks only reveal information when an individual has been caught being lying. Of equal or greater value are underlying attitudes, as well as actions at which an applicant has not been caught, to most fully protect the organization against negligent hiring lawsuits and to assure the organizations are hiring reliable, ethical, hard-working employees. Knowing this information about the people the company hire is absolutely essent ial because a business can be held liable for accidents and crimes committed by its employees. genius Tests consider traditional assessment tools used in the hiring process. These assessments measure character characteristics.Personality testsraised the rate of success in hiring to around 50 percent positive. (Okpara, 2006). Many employers want to know a candidates aptitude and personality type to ensure an appropriate job match. close to want to know it originally they hire a candidate, some before they promote an employee, and some before they create work teams. In an effort to learn more about an employee, employers today administer personality tests. There are many kinds of personality tests available, but in the workplace a validated and reliable occupational assessment is critical to success on the job. (Okpara, 2006). Those professionals do not pass or fail but should be selected for the job that matches their individual personalities.Abilities Assessments When applicants were tested for both abilities and personality, employers found they were hiring the right people just over half or about 54 percent of the time. (Times, 2006) After managers have used to identify their employees strengths and areas for development, they can use the Series to parcels available to develop the competencies that are most important to their professional growth and success. (Okpara, 2006). The packets are conveniently located on the Internet, making it easy to implement and execute. These systems help managers to watch doing the things they do well, stop doing those things that interfere with their effectiveness, and start doing things that will improve their performance. These systems raise managers to perform their jobs better.It gives emphasis to the importance of managers to the organization and its goals and pays big dividends in the form of improved productivity, fewer people problems, increased employee retention, and greater profits. It is an ideal method for managers to improve their leadership and management skills. It can be used anyplace and at any time because it is on the Internet. After responding to questions and doing online exercises, it gives managers the tools they need to increase their strengths, become better managers, and lead more effectively. Interest Assessments To take it one step further, the study consideredinterest assessments, an even more sophisticated tool. It measures the job-related qualities that make a person productive Thinking and Reasoning Style, Behavioral character, and occupational Interests.These systems were used for placement, promotion, self-improvement, coaching, succession planning, and job description development. (Okpara, 2006). It is a flexible management tool that develops Job Match Patterns that can be customized by company, department, manager, position, geography, or any combination of these factors. Job MatchAssessments The study found that the most impressive and successful assessment s are integrated measures of a combination of factors, and also include the concept ofjob match. They use cutting-edge technology combined with empirical data to evaluate the candidate against employees who are exemplary in performing their duties. Okpara, 2006). These recruitment assessments increased an employers ability to identify excellent candidates more than 75 percent of the time. Hiring top performing employees may be one of the most valuable activities you can do for your business. This system combine tested and reliable data derived from pre-employment screening assessment system, with a customized job depth psychology survey to create a benchmark by which the manager can hire an employee who best fits for the job and company. Employee Selection Process By including job match as a key factor in your employee hiring process, assignation of human capital will be significantly more effective. well-nigh employee hiring decisions are made with inadequate information, but Prof iles International assessments will deliver the information that the manager need to know before tendering a job offer and making a hiring mistake. 6. 2 Performance Appraisal Technology may contribute to performance management and thus to appraisal satisfaction in two primary ways. First, technology may facilitate metre an individuals performance via computer monitoring activities. This frequently occurs as an unobtrusive and rote mechanical process that relies on minimal input from individuals beyond their task performance. Jobs that incorporate this type of appraisal technology are frequently scripted or repetitious and involve little personal judgment or discretion. Working in a call perfume or performing data entry are examples. (Peters, 2004).In this instance, the very act of performing a job simultaneously becomes the measure of how well a jobholder accomplishes it. Keystrokes, time on task, or numbers of calls made are recorded and at once become both job subject field and appraisal content. A second approach to technology and performance management changes the emphasis so that technology becomes a tool to facilitate the process of writing reviews or generating performance feedback. Examples here include multi-rater appraisals that supervisors or team members generate online, as well as off-the-shelf appraisal software packages that actually construct an evaluation for a manager. (Peters, 2004). This particular technological approach occurs more often in the ontext of jobs that involve personal judgment, high discretion, and unrestricted tasks for which real-time performance monitoring is not an option. 6. 3 Training and phylogeny The activity of Training and development has been made more efficient from the death penalty of technology to it. Organizations now use computer based training sessions which use a visually demonstrated and presentation oriented training broadcast for the employees. (Peters, 2004). Programmes are stored in computers whic h reduce the necessity of getting trainers to repeat the training programme over and over again. The employees are also equipped with softwares which enable them to re-check and use as manuals for the work they perform, thus influencing a cheaper mechanism of Self Training. (Peters, 2004).Errors and omissions are eatd in the training programme, making the employees to understand their job processes more efficiently. 6. 4 Reward System The revolution is being driven by new technologies and by the major social and political changes that have led to the world-wideization of business and to the increasing numbers of democratic, capitalistic countries. Billions of people have recently entered, or are about to enter, the capitalist world. (Collins, 2005). A smaller but very significant number have entered the world of electronic connectedness as a result of the growing popularity of the Internet, satellite TV, cellular phones, and videoconferencing.The combined effects of technological and political change on organizations are enormous and multifaceted. Increasingly, organizations are finding that in order to be competitive in the new global economy they have to reinvent themselves in important ways. This is true of their basic organizational structure, their global reach, and their use of information technology. (Collins, 2005). It is also true of their reward systems. The old reward practices and systems that worked well in nationally focused, bureaucratic, capital-intensive, hierarchical, steady-state, near-monopoly corporations. Dramatic change is needed, and it is not unwieldy to identify what the key theme of todays reward systems should be a focus on rewarding excellency.Many factors argue for excellence being the number-one focus of any organizations reward system, including the ability to attract and retain the best people and to motivate the kind of performance that an organization needs in order to succeed in the new economy. Creating reward systems t hat focus on excellence and treat employees as human capital investors requires a major change in the way most systems operate. (Collins, 2005). Reward systems typically treat employees as job holders who are rewarded according to the size and nature of their jobs and how well they perform their jobs. Viewing them as human capital investors suggests a different approach to rewards in two respects. First, it suggests basing rewards on the value of the human capital that people bring to the organization.What their job is at a particular moment is much less important than the value of their knowledge and skills. Second, it suggests rewarding people according to how effectively they use their human capital-their knowledge, skills, and competencies to help the organization improve its business performance. Creating reward systems that recognize the value of human capital and reward performance excellence is not easy. It requires a careful articulation among an organizations reward system , business strategy, organization design, information systems, and employees. (Collins, 2005). I will begin our discussion of how it can be done by considering how reward systems impact organizational effectiveness. 7. 0 HRIS Human resource info systemThe Human Resource Information System (HRIS) is a program or software or online issue solving method for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. (Stone, 2005). In general box as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities. It is very important to select the HRIS carefully based on the capabilities you need for the organisation. Benefits of a Human Resource Information System (HRIS) is no longer a nice to have, but a necessity to help HR manage both a sea of information and the funds spent on benefits plans, as HR faces limited resources and constantly changing data. (Stone, 2005). As a result the HRIS that most effectively serves companies tracks Pay raises and history, pay grades and positions held Performance development plans, training received Disciplinary action received, personal employee information High potential employee identification, and applicant tracking, interviewing, and selection. An effective HRIS provides information on just about anything the company needs to track and analyze about employees, former employees, and applicants. Your company will need to select a Human Resources Information System and customize it to meet your needs. 8. 0 Benefits of Technology in HRM Technology is changing the way we work, the roles we undertake, and the interactions through which work gets done. (Peters, 2004).Companies are supplement to manage the complexity of the global HRM and to deliver high-quality service. Companies use either a common system universal to all location For a example, HSBC uses people soft Ids to identify all the employees dispatched globally. SAP is the system that is used in MAS Holdings Globally, which enables the employees, suppliers and the management and the higher management to make Operational, analytical and strategic decisions, or a set of non standard system in unique to a each location to handle their HR programs and informational needs. The problem with the latter is that data are often late, incomplete and/or inaccurate. However because the time and cost factors they are the most commonly used.To reduce the negative impact of such problems some companies are developing service centers utilizing self service technologies and HRIS databases to eliminate routine work and to push delivery point back the employee or line management. With an appropriate use of HRM technology Human Resources staff enables employees to do their own benefits updates and address changes (example by creating a data entry format , uploading it to the intranet and later program the filled data to be store into a cent ral location), thus freeing HR staff for more strategic functions. Additionally, data necessary for employee management, knowledge development, career growth and development, and equal handling is facilitated. (Farquharson, 2006).Finally, managers can access the information they need to legally, ethically, and effectively support the success of their reporting employees. 9. 0 Conclusion Technology and Human Resource have brought about a radical change in meeting with the strategies, policies and death penalty of the corporate planning of an organization. In other words, it has become the nucleus of an organization, which caters to the requirements of selecting the right candidate for the suitable job, training and coaching them to develop and achieve the desired levels to maximize objectives and to create a competitive edge in the labor and ultimately sustain them in the organization with a career development plan.In this process, opportunities will be given to those who are real ly in need of a specific exposure in another countrified so as to acquire the required skills. This so called valuable resource will be able to cater to the demand with a long-run view, by adopting the right technology advancement at the right time and improve the overall operation of the organization with a clear vision and hence contribute to the bottomline which will enhance the share value and satisfy the shareholders to achieve satisfaction. 10. 0 Reference ? Stone, J, R. (2005). Human Resource Management. (5th Ed. ). John Wiley and sons, Australia ? Anne Osborne Kilpatrick, crowd together A. Johnson, 2004. Handbook of Health Administration, Co. CRC Press ? Collins, M. (2005).Professional recruitment daybook of proquest education, p. 32. ? Eddie, C. & Smith. (2004). Human Resource and Personnel Management Text and Cases, Co. Tata-Mcgrawhill, p. 87-89. ? Farquharson, M. (2006). Performance appraisal Journal of proquest education, p12. ? Grey. . (2005). Human resource plannin g Journal of proquest education. ? Robert L. Mathis, John Harold Jackson, 2006. Human Resource Management, Co. Thomson South- Western ? Okpara, J. O. (2006). Job satisfaction American journal of academy of business, p81. ? Peters, L. (2004). five-spot keys to effective recruiting Ivey business journal, p 21-24. ? Snell & Sherman, 2004, managing human resource 12th version

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