The Development of Modern Technologies in Myanmar

Myanmar has seen massive growth in internet penetration, mobile phone adoption and social media usage in the past few years, spurred by rapid opening up of its market. The consumer market in Myanmar has essentially bypassed the development stages seen in other economies and moved straight to digital and mobile, making the company a potentially interesting test bed for internet-enabled businesses. The mobile phone penetration rate in Myanmar, which barely touched double digits in 2013, has now reached around 50% of its estimated 54 million population last year. Smartphones are the first handsets owned by 80% of Myanmar's mobile users, according to the two main operators. A boom in sales of low-cost Android smartphones from China quickly followed.

As technology is evovling , almost everything, like the way we live, the way we eat, the way we do things changes rapidly with technology. As for Human Resource Management, technology is visibly effecting the process of HRM mainly in recruiting and mangaging human resource. There are lots of website , media and links which helps HR to find and recruit human resource of their desire very easily. IT has transform the ways of managing business, organizations , nature of busienss processes and communication and now very rapidly integrated to human resource management (HRM).

Information Technology enables HR functions to be done in most easiest and effective ways. There are alot of IT tools , softwares and devices for various type of HR functions. Technology affects organizations and work relations in organizations by enabling to accessinformation and to join people electronically With new processes and providing some benefits HRIS changes traditional HR processes and it is expected that HRIS will provide functionality for realization of units’ objectives and goals

Nowadays, HR professtionals use Linkedin , job seeking websites and Facebook for recrutiment processes. But it is very important to check and be aware that how well the system works for the candidates and obviously for the company. Online forms are mostly in standardized formant so it will be difficult to recogize any star candidates from the bench of people.Another thing is the a badly designed system and poor operation of the system would also turn your organization image down and mis-communication between candidates and organization.

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.

Social media offers countless benefits to HR professionals and lets them to keep up with the news, technology and trends. You can nurture relationships by sharing the industry knowledge. All these reasons have made it an ideal platform to engage employees, build relationships and bolster communications in the workspace. More companies will consider integrating applications with LinkedIn or Facebook instead of developing corporate applications in the future.