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In the past several decades, technology has had a dramatic impact on human resource management (HR) processes and practices. For example, technology, especially the World Wide Web, has helped modify many HR processes including human resource planning, recruitment, selection, performance management, work flow, and compensation. These new systems have enabled HR professionals to provide better service to all of their stakeholders (e.g., applicants, employees, managers), and reduced the administrative burden in the field. Despite the widespread use of these systems, there has been a surprising dearth of theory and research on the topic. As a result, the purpose of this special issue is to (a) advance theory and research on Human Resource Information Systems (HRIS) (b) offer new directions for research on the topic (c) enhance the effectiveness of these systems in organizations.
As a result, this article reviews the evolution of emerging technologies in HRIS, provides a brief overview of the trends in the Technology.
HR technology can be defined as any technology that is used to attract, hire, retain, and maintain human resources, support HR administration, and optimize HRM. This technology can used in different types of human resource information systems (HRIS) and by various stakeholders, such as managers, employees, and HR professionals. This technology can be accessed in different ways. There is no doubt that technology has made it easier and faster to gather, collate, and deliver information and communicate with employees. More importantly, it has the potential to reduce the administrative burden on the HR department so it is better able to focus on more meaningful HR activities, such as providing managers with the expertise they need to make more effective HR related decisions.
Research has indicated that companies who effectively use technology to manage their HR functions will have a significant advantage over those that do not. However, not all companies have the latest and greatest technology, nor do all companies need the most advanced technology, but all companies do have HR-related information needs. Consider the information needs of a small company as opposed to a large organization of 3000 employees. A small company may use a simple Microsoft Word or Microsoft Excel file to keep basic employee data, whereas a company with 3000 employees manages a greater volume of data. This activity can be daunting without a more sophisticated tool to store and retrieve data. We can reflect on the various levels of sophistication by examining the evolutionary aspects of HR technology. These aspects can be characterized into four stages of development: (1) paper-based systems (2) early personal computer (PC) technolog (3) electronic databases (4) Web-based technology.
Our analysis is based on a review of refereed articles, discussion papers and short papers in key academic journals from the past 10 years. While the use of just 10 years mans we can only offer a snapshot view, it does enable us to identify those issues that are current on the research agenda, and those that are not.
The HRIS is made up of a number of subsystems, and data can be stored, maintained, and generated from the system. These data can be used to create information that will serve different purposes for many different stakeholders. The HRIS can do the following: 1. Create and maintain employee records 2. Ensure legal compliance 3. Enable managers to forecast and plan future HR requirements 4. Provide information to managers and HR so they can manage knowledge and manage talent (career and succession planning) 5. Provide information to enable HR plans and activities to align more effectively with the organization’s strategic plan 6. Assist managers with decision making by providing relevant data so they can make more effective and informed decisions.
The world of technology and mobile computing has made the concept of “traditional workspace” a thing of past. Today, employees can work from anywhere at any time. Technology has completely redefined the role of human resources all over the world. Recent advances in technology have transformed nearly every aspect of HR, right from sourcing to performance management. Some industry experts opined that technology is one factor that is impacting the HR department to a great extent. The wave of technological transformation impacts the organizations in two ways- Firstly, it would offer numerous tools to better manage and engage the talent in organizations. Secondly, it is helping HR managers to shift their focus from managing workforce to driving profits to the company.
Impact of Technology on Human Resource The following are a few technological trends that bring a major change in human resources management software and industry: Big Data Powers Organization: Ensuring compliance and avoiding risk are the two key underlying aspects for every function and task. However, technology has transformed the monotony through HR platforms that digitize the information human resource needs. One such technological trend is Big Data, which is helping HR professionals to understand their customers, market to target audience group and communicate with prospective customers. When integrated with other technologies, Big Data helps to gain a deep insight and allows HR professionals to make decisions powered by vital information. Mobile Apps are the Future: Smartphone is likely to dominate the HR landscape this year. As the workforce across various operations seeking access to applications via mobile devices, companies are considering to adapt their HR systems. Delivering this kind of functionality implies that organizations will consider HR applications with mobilization process and the interface that employees are looking for.
More on, the trend of creating applications that streamlines the basic HR functionality continues to evolve. Today, mobile apps have become essential for every application that a company develops. Social Media – A powerful tool: Social media plays an active in HR today, especially when it comes to recruitment. Around a quarter of employers are using social media channels like Facebook and LinkedIn to recruit staff. HR departments can use social media not only for recruitment and also for employee engagement. It is considered as a prime source for companies to reach their HR goals. Enterprises can use social media channels to reach target audience with job postings and other company related information. Few organizations use social media to tell their organization’s success story through photos, blog posts, Tumblr and Pinterest pages. And, job seekers are using these social networks to find about the company. It’s a good source to know what current and potential employees are saying about your company.
Cloud Changes the Game: Be it a web application or a native application, SaaS apps play a key role in every sector including the Human Resource Department. Cloud-based applications are inevitable in today’s business environment. Collection and data storage have been so difficult until the evolution of cloud. With the advent of cloud technologies, all the information such as documents and other pertinent information can be easily accessed online. Employee information can be archived and organized in a secure location. Software as a Service Applications The following are a few SaaS applications that help the HR department: – LinkedIn Recruiting Service: LinkedIn is termed as a processionals network and helps recruiting departments by providing the resources required to find and recruit candidates. In this way, a recruiter can easily find candidates with relevant profiles. – Lucidchart: Lucidchart is a SaaS application that allows users to draw flowcharts and diagrams. It is mainly used to create organizational chart and mind-mapping. Google Docs: Google Docs allows you to share information easily across businesses. Google Docs help you streamline the process and make data collection much easier. One area where Google Docs play a key role in HR is performance evaluation. Google Forms: Google Forms allows HR departments to send every employee a question and response form with questions. When employees submit their responses, the results will be saved in Google Doc template. T
he Google doc will be emailed to the respective manager for further review. In this way, a performance review process can be made more efficient and paperless. This is just a case, and there are thousands of other options where Google Docs can streamline HR processes. Bring Your Own Technology (BYOT): Most companies love the innovation that can make their products work smarter. BYOT has become a new trend today, and companies started embracing it due to the level of convenience it brings to businesses.However, security is one of the top most concerns for businesses. Companies that develop the concept of BYOT should make sure that their policies include guidelines for protecting confidential data and ensure proper measures are put in place if their device is lost or stolen. Wearable Technology: Top companies like Google, Apple, and Microsoft have started introducing wearable technology in all the devices. These wearable devices can make your employees stay connected and improve time management. Infact, wearable technologies provide a wealth of opportunities for employee engagement, including increased productivity, benefit incentives and security. Wearable devices not only improve communication and also enhance operational efficiencies. Implications of Technological Disruption Digital drives many significant implications for both business and human resource department. Take a look at few advantages – For Human resource – Almost every aspect of the HR will be streamlined – Collaboration and new organization structure will be evolved – HR can analyze employee data, and create customized talent offerings
Technology plays a crucial role in transforming human resources management software and operations from personnel management to business execution, technology itself does not create this change. HR managers must leverage technology to drive a real value to the business. Digital technologies facilitate greater integration and flexibility, thus allowing employees to have great voice and share their work experience. Technology is poised to disrupt HR and redefine the future of human resource department. As HR continues to adopt the change, the enterprise will become smarter. Employee engagement and culture management drives HR in ever-changing landscape. Business mainly depends on three things-defining strategy, asset management and driving business execution. By the virtue of technology, HR for the first time in the history is playing a true leadership role in business execution.
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